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Divers i ty, Inc lus ion and
Human Rights Informat ion
2015/2016
00000
Published March 2016By the EDHR Hub of Excellence Fifth Edition
1. Foreword: Force Values 3
2. Introduction: The Equality Act, 2010 4-5
3. Demographics: 2011 Census Data 6
4. Community Involvement 7-8
5. Engaging with Protected Groups 9-11
6. Hate Crime 12-17
7. Our People 18-30
• Monitoring Employment Composition of the Workforce 18
• Monitoring Faith & Belief 18
• Reasonable Adjustments 18
• Working Hours & Leave 19-22
• Childcare Vouchers 22
• Specialist Roles 23
• Resolution Equality Data 24-28
• BME Recruitment 29-30
8. Tackling Crime 31-41
• Stop & Search 31-33
• Vulnerable victims 34
• Domestic Violence 34-35
• Forced Marriage / Honour Based Violence Data 36
• Female Genital Mutilation (FGM) 37
• Child Abuse 37-38
• Modern Day Slavery 39
• Hate Crime Data 39-40
• Community Impact Statements 41
9. Our Commitment: Satisfying the duties of the Equality Act 42-43
• Glossary 44
• Appendix – West Midlands Police Diversity Analysis 45-59
Contents2
My vision is to make sure everyone in WestMidlands Police is clear about how diversityand inclusion benefits our force vision ofpreventing crime, protecting the public andhelping those in need.
It is important because we police a diversecommunity which has one of the youngestpopulations in Europe.
I want West Midlands Police to be the bestpolice organisation in the world serving thepublic regardless of race, culture and socialstanding, while always displaying the traditional Peelian principles.
Our people are at the centre of our approach. It means trusting them to dothe right thing and caring for them while offering exceptional standard ofleadership.
It transforms our relationship with the public by offering the timeless handof friendship to those in need, even if they don’t know they need our help.I want the public to have a great experience when they contact us forassistance; one where a police officer or police staff member understandswhat excellent service delivery looks like and recognises how a person’sbackground and culture has shaped their expectations of the police.
Diversity has always been at the heart of work of West Midlands Police.
Dave ThompsonChief Constable
1. Foreword: Force Values3
I prevent crime• I work in partnership tocreate safer communities.
• I am creative and think ofnew approaches.
I offer friendship andservice• I care about the people Iserve.
• I am honest and I earnpeople’s trust.
• I show friendship by helpingthe public, partners andcolleagues – particularlythose who may not realisethey need our help.
Our operating principles:
• We trust our people to act with integrity and make good decisions.
• We listen to, involve and empower the public to create safercommunities.
• We prevent crime through early intervention and partnership.
• We respond effectively and at pace to crimes in our communities.
• We apply an evidence-based approach to problems and learning.
• Information drives our actions.
Our Values Our Vision West Midlands Police is made up of people like you: Preventing crime, protecting the public and helping those in need
I am courageous andfair• I stand up for the rightthings.
• I challenge unreasonableand discriminatorybehaviour.
• I make the rightdecisions, however toughthey are.
• I want to work in adiverse team.
I listen and learn• I accept and admit when I amwrong
• I learn lessons.• I let the public see how we workbecause I welcome openness.
I am proud of what I do• I am a strong performer andcolleagues can rely on me.
• I inspire others with my passionfor policing.
• I challenge and address poorservice.
• I deliver a service my familywould be proud of.
We will be introducing our new Diversityand Inclusion Strategy and Objectives thisyear which will run from 2016 to 2020. Ourkey achievements to date have beenencouraging. We are regularly achievingover 25% of our recruitment applicationsfrom BME people. Recent internal firearmsrecruits were also made up of 24% BME, adepartment with only 4 BME out of 153,less than 2%. In the short period since thelaunch of our mental health triage schemeit has seen the number of people detainedunder Section 136 of the Mental Health Actslashed by more than half in the first yearof operation. Improvement has beenmaintained in reducing vulnerabilitythrough Operation Sentinel, reducing Stopand Search disproportionality andincreasing the numbers of reported hatecrimes. WMP was this year also ranked 71in the Stonewall index, a rise of over 60places.
We are clearly excelling in many areas andare attracting interest from around theworld in terms of best practice. Howeverthere is still further progress to be made.The Chief Constable has highlighted aneed to continue to better reflect thecommunities we serve, to be better atprotecting vulnerable people and buildingmore trust. There will be a strong emphasison getting more from our own people,allowing them to be courageous, do theright thing and provide a service to ourcommunities that our own families wouldbe proud of.
The Equality Act 2010The Equality Act 2010 replaced previousanti-discriminatory laws with a single Act.The rationale for this was to simplify thelaw and make it easier for people tounderstand. Within the Act there is anEquality Duty which relates to public sectororganisations. This can be found in Section149 of the Act. This section helps tosupport public sector organisations toensure that they are effective and efficientin the service they deliver. Considerationmust be given as to how different peoplewill be affected by our activities, and inproviding a service which meets differentpeople needs.
Specific DutyThe Equality Duty is supported by SpecificDuties which came into force in September2011. The Specific Duty requires WestMidlands Police to publish relevant andproportionate information of theircompliance with the Equality Duty. Allinformation must be published so that it iseasy for people to access. This is thefourth year we have published Equality,Diversity and Human Rights data and wehave set our diversity and inclusionobjectives in line with the specific dutywhich can be found on the WMP website.
Information ThemesThe information has to show “due regard”to the need to:• Eliminate unlawful discrimination,harassment and victimisation and anyother conduct prohibited by the Act.
• Advance equality of opportunity betweenpeople who share a protectedcharacteristic and people who do notshare it.
• Foster good relations between peoplewho share a protected characteristic andpeople who do not share it. We describethese as the three aims of the EqualityDuty.
Due RegardDue regard means thinking about the threeaims of the Equality Duty as part of theprocess of policy development anddecision-making. This means thatconsideration of equality issues mustinfluence the decisions made. This cantake the form of how we act as anemployer; how we develop, evaluate andreview policy; how we design, deliver andevaluate services; and how we commissionand procure from others.
What are Protected Characteristics?There are nine protected characteristicsdefined for the benefit of the Equality Act
AgeWhere this is referred to, it refers to aperson belonging to a particular age (e.g.32 year olds) or range of ages (e.g. 18 – 30year olds).
2. Introduction4
DisabilityA person has a disability if s/he has aphysical or mental impairment which has asubstantial and long-term adverse effect onthat person's ability to carry out normal day-to-day activities.
Gender reassignmentThe process of transitioning from onegender to another.
Marriage and civil partnershipMarriage is defined as a 'union between aman and a woman'. Same-sex couples canhave their relationships legally recognisedas 'civil partnerships', civil partners must betreated the same as married couples on awide range of legal matters.
Pregnancy and maternityPregnancy is the condition of beingpregnant or expecting a baby. Maternityrefers to the period after the birth, and islinked to maternity leave in the employmentcontext. In the non-work context, protectionagainst maternity discrimination is for 26weeks after giving birth, and this includestreating a womanunfavourably because she is breastfeeding.
RaceRefers to the protected characteristic ofrace. It refers to a group of people defined bytheir race, colour, and nationality (includingcitizenship), ethnic or national origins.
Religion and beliefReligion has the meaning usually given to itbut belief includes religious andphilosophical beliefs including lack of belief(e.g. Atheism). Generally, a belief shouldaffect your life choices or the way you live forit to be included in the definition.
SexA man or a woman.
Sexual orientationWhether a person's sexual attraction istowards their own sex, the opposite sex orto both sexes.
Human RightsWMP embed learning and awareness of theirobligations regarding Human Rights in
everything we do. In addition to ensuringevery member of staff is trained in HumanRights WMP have over 300 Equality Impactassessors who ensure all policy, function andservice delivery is Human Rights compliant
West Midlands Police Diversity and InclusionHub of Excellence has developed a “diversityand inclusion Hub of Excellence” to supportand advise the Force on all diversity andinclusion issues, keeping the organisationup-to-date with any diversity and inclusionchanges that will affect our policies andpolicing style. The hub achieves the deliveryof diversity and inclusion through the co-ordination of the Staff Support Associations(SSAs), Diversity Champions and LocalPolicing Unit hubs of excellence.
WMP has also reviewed the relationship withthe SSAs to ensure a more consistentapproach to delivery across the organisation.The SSA members have personal andprofessional experience of the disadvantagesthat protected individuals and groups faceand can act as catalysts for improvementand change. The SSAs include Disability andCarers Network, Black and Asian PoliceAssociation (BAPA), LGBT Network, WestMidlands Association for Women in Policing(WMAWP), Faith and Belief Group,Association of Muslim Police (AMP),Christian Police Network and the SikhAssociation. Our Chaplains Network are alsopart of the Hub. Each Local Policing Unitand Department has a nominated DiversityChampion, who is either a Senior PoliceOfficer (Superintendent) or Senior PoliceStaff Manager. The role of the DiversityChampion is to support the implementationof WMP Diversity and Inclusion Strategy.
Finally WMP has built equality intoorganisational processes to ensure wedeliver a fair, transparent and cost effectiveservice to the communities we serve. Weensure there is visible and accountableleadership at all levels within the organisationto deliver the Diversity and InclusionStrategy. In order to fulfil the above, eachmember of WMP Command Team personallytakes responsibility for a protected groupand a Staff Support Association.
5
2. Introduction
Population ProfilesWest Midlands Police is the second largest police force in the country, covering an areaof 348 sq miles and serving a diverse population.
The region sits at the very heart of the country and covers the three major populationcentres of Birmingham, Coventry and Wolverhampton. It also includes the busy andthriving districts of Sandwell, Walsall, Solihull and Dudley.
We deal with more than 2,000 emergency calls for help every day, as well as patrollingthe streets and responding to incidents 24-hours-a-day, seven daysa week.
The region is rich in diversity in terms of ourcommunities with a variety of cultures and beliefs.According to the University of Birmingham IRISdepartment, Birmingham is now classified as a‘Superdiverse’ city comprising 187 differentnationalities/ethnicities. Each Local PolicingUnit is aware of the breakdown of theircommunities. This enables them to providethe best service to suit the needs of localpeople. The profiles provide informationabout the population of a chosen areaplus information about the demographicsof the areas in terms of:
• Age range• Ethnicity• Gender• Country of birth• Religion• General health• Employment status• Occupation• Qualifications• Travel to work• Breakdown of housing
Details of the 2011 national census can be found here:
http://www.ons.gov.uk/ons/release-calendar/index.html
3. Demographics: 2011 Census Data6
How we engage with ProtectedGroups
InternallyWMP promotes Staff SupportAssociations to help their members and tolink in with external organisations throughtheir knowledge and expertise of thatcommunity i.e.• Association of Women in Policing• Black and Asian Police Association• Chaplaincy• Christian Police Network• Disability & Carers Network• Faith & Belief Group• First Contact Advisors• LGBT Network• Muslim Police Association• Police Federation• Sikh Association• Unison (union)• Unite (union)
ExternallyKey Individual NetworkEach Local Policing Unit (LPU) has a KIN(Key Individual Network). These groups aremade up from the community, andrepresents the diversity of the area. Theindividuals usually have standing within thecommunity and can be called upon if asituation arises to provide expertknowledge of that community.
Strategic Key Individual NetworkThe Corporate Communicationsdepartment are responsible for the forceKIN. This group is predominantlycommunity leaders, who if the need arisescan circulate information within theircommunities and have animpact dependant on the situation. Thegroup is drawn from all walks of life andcovers the West Midlands metropolitanregion.
Independent Advisory Groups/ReferenceGroupsThe purpose of these advisory groups is toact as a critical friend who represents theneeds and concerns of their communities.In turn this can influence the Local PolicingUnit by providing independent advice andmaking recommendations in order toimprove effectiveness of local policing.
They will help:
• Increase trust and confidence in policingamongst different communities
• Consider, advise and monitor strategies,policies and practice within the LocalPolicing Unit in order to ensure a fair andequitable delivery of policing services toall communities
• Recommend ways in which WestMidlands Police can provide a non-discriminatory service
• Examine and analyse data provided bythe force performance indicators
The groups are all volunteers and representthe diversity within the area served.
4. Community Involvement7
Street WatchStreet Watch provides an opportunity forcivic minded individuals to empower theirlocal communities. West Midlands Policeare currently running Street Watch onvarious LPU’s.
Street Watch is a community led initiativebased upon regulated, civilian streetpatrols and whose members are citizenswith no police powers. Groups aremanaged by a volunteer coordinator whoprovides advice, guidance and support inconsultation with the local police.
Street Watch volunteers are expected tocontribute a minimum of two hours permonth. Members are provided with a shorttraining session followed by six weeklymeetings with a Neighbourhood Sergeant.
Members of the Neighbourhood Policingteam or a senior volunteer go out on thefirst patrol with new volunteers. The StreetWatch scheme has protocols in place andinsurance is provided by LloydsUnderwriters for any volunteers aged 18years or over.
Faith WatchVarious Local Policing Units are runningFaith Watch Schemes. They enablevolunteers from churches to receivetraining and engage with people on thestreets within the night time economy tolisten, care and help in practical ways.
Other Watch Schemes include:Neighbourhood Watch – Residentslooking out for each other and assisting inthe prevention of crime in theirneighbourhood.
Pub Watch – To support each other in anattempt to reduce the number of violentincidents in pubs and clubs.
Business Watch - To support each otherin the prevention of crime and anti-socialbehaviour.
Forecourt Watch - Petrol Stations - Toidentify crime reduction opportunities.
Project Griffin - Project Griffin is a policeinitiative to protect our cities andcommunities from the threat of terrorism. Itbrings together and coordinates theresources of the police, emergencyservices, local authorities, business andprivate sector security industry.
Youth EngagementLocal Policing Units provide various inputsto educational establishments and havePolice Community Support Officers (PCSO)link in with them. They also run a YouthScrutiny Panel.
4. Community Involvement8
West Midlands Police engages and haslinks with protected groups through StaffSupport Associations and ChaplaincyServices to seek consultation, support,awareness and development around policy,the working environment, day to daybusiness and service delivery to thecommunity it serves.
Staff Support Associations
WMAWP – West Midlands Associationfor Women in PolicingWMAWP raise awareness andunderstanding of all issues affectingwomen and develop external links locally,regionally and nationally in order toprogress opportunity both personally andprofessionally for women.
LGBT (lesbian, gay, bi sexual and trans)Network‘The LGBT Network works with externalpartners to improve and nurture relationsbetween the police service and LGB and Tpeople. They support employees of WestMidlands Police and are constantlyworking to ensure the workplace is acomfortable and safe environment, wherepeople can be themselves. The groupdelivers LGBT awareness training bothwithin WMP and externally, as well as hatecrime and third party reporting training topartner agencies and community groups.
The group welcomes everyone, regardlessof their sexual orientation or gender identityand has recently established ‘LGBT Allies’,a scheme that encourages heterosexualpeople to take a proactive role inencouraging equality and inclusion foreveryone.’www.thelgbtnetwork.org.uk
Disability and Carers NetworkDisability and Carers Network support allmembers of the police family who eithersuffer from a disability or are carers forpeople who do.
They facilitate and contribute todiscussions on issues of concern and raiseawareness and understanding of thosewith disabilities or who care for people whodo.
They are continuously developing anetwork of professional contacts andfacilitate information sharing arounddisability.
West Midlands Police Faith/Belief GroupThe Faith and Belief Group improve theworking life of colleagues and the policingof our communities from differentfaith/belief backgrounds.They are working towards increasingawareness about faith/belief issues whichis essential in the multicultural communitywe police and encourage contribution fromall faiths/beliefs/non-beliefs.
The Association of Muslim Police (AMP) The AMP aims to serve and add value tocore policing by raising awareness of thethreats and opportunities impacting on theforce, helping build links with vulnerablegroups in the community for partnershipsand positive change.
The key aims of the AMP are to providecritical analysis of processes and policieswithin the WMP especiallly aroundrecruitment, progressions, under-representation, misconduct and selectionprocesses. The AMP supports the force inpositive action initiatives and providesprofessional development support toMuslim staff in line with the force’sDiversity and Inclusion objectives andpromote equality of opportunity. AMPimproves the working environment forMuslim staff by raising awareness of Islamamongst colleagues and ensuring thatprovisions are available to those who wishto observe practices of their faith whilst atwork. AMP also develops community linksin order to promote good race relationsand improve trust & confidence especiallyamongst disaffected communities.
5. Engaging with Protected Groups9
Black and Asian Police Association(BAPA)The Black and Asian Police Associationaims to improve the working environmentof BME staff by protecting the rights ofthose employed within the police service,maintain equality and celebrate our culturethroughout WMP and the community.
BAPA work to support the forces values:• prevent crime• build friendship within the community• listen and learn• be courageous and fair• to build an organisation we are all proudto serve in
They assist the police service in thedevelopment of new and existing policyand bring together representation fromvoluntary organisations, local government,individuals and statutory bodies.
Christian Police NetworkChristian Police Network are a group ofChristian staff from within West MidlandsPolice who work with external partnerswhich enables them to share and worktogether in all areas of Christian life.
Sikh AssociationThe WMP Sikh Association,launched in 2013, has acommunity centric agenda,engaging in; charity fund raising,homeless feeds and creatingawareness around social issues.More recently it has begun toappropriately challenge andsupport Police leaders aroundinternal/external faith relatedemployee and communityissues.
Chaplaincy ServicesThe chaplaincy service offers a service thatis available to any individual or groupregardless of faith, religious tradition or nofaith at all.
The chaplaincy service is made up from ateam of advisors that come from a varietyof different religious backgrounds andbeliefs.
The staff support associations andchaplaincy services all work with a varietyof third party and voluntary organisations.
Further information from: Fiona Washington, Manager, Diversity and Inclusion Hub ofExcellence. Telephone: 07554117195 or 101
5. Engaging with Protected Groups10
5. Engaging with Protected Groups11
Equality of AccessWMP endeavour to ensure that theenvironment and services are accessible toall protected groups. In order to ensureequality of opportunity for those withdisabilities, disability consultants haveundertaken audits on all of our buildings.This has led to alterations being made tobuilding designs and services provided toenable people with disabilities to enter,manoeuvre and contact us without anybarriers.
Some of the adjustments WMP hasalready made are detailed below:
• Access ramps to buildings• Increased door widths• Text phones• Car park bays and facilities• Lift installation at Birmingham CrownCourt
• Induction loops for those with hearingimpairments
• Evacuation aids i.e. Evac chair• Installation and accessibility ofworkstations
For those with language barriers, WMP usean interpreter service to ensure thatindividuals and officers cancommunicate with each other effectively.The contracted company delivers thefollowing services:
• Face-to-face interpretation• Telephone interpreting• Translation (including Braille and easy read)
• British Sign Language, Sign Supported English, Note TakingFinger Spelling and Lip Speaking.
• Other non-defined language supportservices as and when they arise
Force ContactNew and improved contact methods forthe public with WMP, has included: • Emergency text messaging service• Internet foreign language guides• Social media accounts i.e. Twitter &Facebook
• Neighbourhood teams – local facebook and e-mail accounts.
Support GroupsTo help support its staff and members of itscommunity, WMP has frequent partnershipengagement with a number of localgovernment and voluntary organisations;for example: • Dementia Action Alliance• Access to Work• Action for Blind• Autism West Midlands• Queens Alexandra College• Dyslexia Action• Later Life Forum
Future’s programmeWMP, via its new transformation businesspartner Accenture and New Ways ofWorking (NWOW) programme are helpingshape the future of the organisation for itsstaff, communities and partners. This willinclude:• Improved technology and serviceproviders
• Enhanced working • Increased collaboration• Easier access to services for customersand partners
PocketCommsWMP also use a communication tool calledPocketComms, which is useful forindividuals with communication difficultiesin terms of language and disability. Itssecondary function is to act as an AideMemoir in terms of religious observanceand customs. Where it is evident that thereis a communication barrier, PocketCommscan be used in the first instance to providetimely intervention.
PocketComms can be used for:• Identifying a language• Communication for disabled people• Custody suites• Police station front desks• Evidence gathering
Hate Crime Reference GroupsWMP has developed reference groups torepresent each of the strands of hatecrime:
• Disability• Race• Sexual Orientation (Lesbian, Gay,Bisexual)
• Gender Identity (Transgender)• Religion (Faith or Belief)
The reference groups are made up oforganisations from across the region.These groups provide a wealth ofexperience which benefits the force, givingsupport and advice to victims and haveexpert links directly into the community.
Third Party Reporting Centres forHate CrimeWMP continues to audit all Third PartyReporting Centres in the area. These areregularly reviewed, updated, mapped andplaced on the internet for victims and staffto know where the TRPCs are based,identifying those that provide specialism inrespect of the different strands. Training isprovided to new centres and new staff atexisting locations, with marketing materialprovided to raise the profile of hate crime.Each new centre is asked to sign up to aset of joint commitments in partnershipwith West Midlands Police. Once thecentre has signed up to the commitmentthey are awarded a certificate whicheffectively kite marks that organisation. ATerms of Reference outlining theirresponsibilities in respect of the recordingand reporting of hate crime is signed byThird Party Reporting Centres. Hate Crime Training has been delivered toa wide variety of staff from across theForce Departments, including mandatorytraining for all supervisors, with theexpectations of it being cascaded to allstaff. There has been significant support inthis training from representatives from theDisability and Transgender communities.Consideration is being given as to howhate crime can be weaved into all trainingprovided by the force.
Community GroupsEach Local Policing Unit has links into andhas regular contact with differentcommunity groups. WMP staff regularlyattend local events and work in partnershipfor the benefit of the community andvictims of hate crime.
Other AgenciesWhere appropriate the police work withother agencies e.g. local council, housingassociations, NHS, etc. as part of forumsor adopting a problem solving approach.
Regular meetings are held with all 7 LocalAuthority Hate Crime Leads to ensure ajoined up force wide approach to dealingwith Hate Crime.
WMP have now established a MidlandsRegional Hate Crime Working Group withStaffordshire, Warwickshire, West Mercia,Leicester, Northants, Lincolnshire,Derbyshire, Nottinghamshire and BritishTransport Police. These meetings are alsorepresented by the East and WestMidlands CPS and the National Hate CrimeLead.
As the Chair for the Regional meeting,Chief Superintendent Johnson (WMP)represents those forces / CPS at theNational Meeting supporting thecommunication and information sharing atthe different levels.
Hate crime reportingThe number of Hate Crimes recorded byWest Midlands Police has increased from3,013 in 2014 to 3,513 in 2015. Thisincrease was anticipated as trust andconfidence builds and the ease of victims /witnesses being able to report hate crimethrough the ‘True Vision’ online recordingprocess and at the additional Third PartyReporting Centres.
Please Note. The England and Wales HateCrime figures will not be published untilaround February/March 2016 and so havenot been included in this publication.Please refer to the ‘True Vision’ website forlatest data:-http://www.report-it.org.uk/hate crimedata1
6. Hate Crime12
Extensive work is on-going in encouragingincreased Hate Crime reporting and ensuringthat it is all recorded accurately.
The Third Party Reporting process providesa supportive environment for victims and orwitnesses of hate crime, giving themalternative opportunities to report thosecrimes either by providing their own detailson contact, or anonymously by not divulgingpersonal contact details. All crimes reportedthrough the online True Vision site areautomatically forwarded to West MidlandsPolice.
In respect of the Third Party ReportingCentres the terms of reference places anexpectation that they will record the fulldetails of the victim and the crime reported.Should the victim not wish the police to beinformed then their personal details will notbe forwarded to West Midlands Police,however the specifics of the crime will bee.g. location, strand targeted, time, date andMO of the offender. This is in order toincrease WMPs understanding of HateCrime, whilst respecting the victim’s wishes.
The accreditation process organisationsundertake before they can be classified as areporting centre, promotes investment intime and resources in providing a highquality service. West Midlands Policeproactively encourages a qualitative ratherthan quantitative service ensuring highstandards are achieved and maintained.
Work is on-going with Partners, includingLocal Authorities to increase theirunderstanding of hate crime so that they canbest support victims and provide an optionof Third Party Reporting. This work withpartners can be shared through the TrueVision reporting site.
Data is published on the True Vision website– www.report-it.org.uk
The Hate Crime Governance structureenables WMP to improve the quality of theirinvestigations from the initial report throughto charge. Closer working with the East andWest Midlands Crown Prosecution Servicesand Regional Forces has seen the
development of a regionally agreed ServiceLevel Agreement.
There is regular scrutiny and management ofHate Crime cases at Regional and NationalLevel with consideration being given to thequality of evidence, number of successfulprosecutions / enhanced sentencing levelsand resolution outcomes. Since 2011 WMPhas seen an increase in the number ofpositive outcomes for hate crimes.
Strategic DevelopmentHate Crime is a strategic priority for WMP.This is led by Commanders through a Gold,Silver and Bronze structure to ensure that itis tackled effectively. There are performancemeasures to ensure public satisfaction.
The following are some of the means bywhich we have improved performance:
• Hate Crime Policy, now mainstreambusiness and has been reviewed for2016/17.
• Hate Crime Strategy – details the themesand aims for dealing with Hate Crime andhas been reviewed for 2016/17.
• A Guide to Dealing with and InvestigatingHate Crime: cultural and lifestyleconsiderations for officers and staff andhas been reviewed for 2016/17.
• The Service Level Agreement betweenRegional Police forces and CPS has beenreviewed for 2016/2017 and includesagreed definitions, a commitment toencouraging increased reporting and theearly identification of offences forenhanced sentencing to be applied. It hasbeen adopted as the basis for the EastMidlands Region SLA.
• Hate Crime Strategic Delivery Plan:available to LPU’s to help shape servicedelivery and has been reviewed for2016/17.
• Quarterly meetings with LPU Leads ensureconsistent working practices.
• Quarterly meetings with Local AuthorityHate Crime Leads in pursuit of partnershiparrangements.
• Quarterly meetings with representativesfrom the ten Midlands Regional forces andtwo Regional CPS
• Representation at the National Hate CrimeWorking Group meetings
6. Hate Crime13
West Midlands Police has responded to anumber of national hate crime reports, andhas accepted and responded to thefindings in a number of ways. The Living ina Different World report reviewed how thepolice and CPS deal with disability hatecrime. West Midlands Police are committedto recognising disability hate crime,responding appropriately to the needs ofthe victim and listening to their concerns.This has been progressed with theinvolvement of a representative from theDisability community in the training ofPolice officers and staff. Together with CPSa single definition has been agreed.
The Equality and Human RightsCommission (EHRC) “Hidden in PlainSight” report on disability harassmentinvestigated the causes of disabilityharassment and the actions of partners toprevent and eliminate it.
Training• Training has been delivered to all newand existing Emergency and Non-Emergency Contact Officers, and FrontOffice staff in respect of Hate Crime
• Training has been delivered byrepresentatives from the Disability andTransgender communities
• Work is on-going to introduce an input onhate crime to police officers and staff onall courses / training provided byLearning and Development
• All relevant Hate Crime documents havebeen updated and are accessible via theForce Intranet site and will be on the newexternal website, All LPU sites will belinked into the Force one to ensure thatall information is accurate, standardisedand up to date.
• The Internal Hate Crime Allegation Policyis also linked from the Hate Crime Page.
• The Guide to Dealing with andInvestigating Hate Crime which containspractical advice, relevant legislation andinvestigation requirements for dealingwith victims of hate crime from differentcommunities and strands. This isavailable and has been reviewed for
2016/17.• The details of the Third Party ReportingCentres have been reviewed, updatedand mapped are available to WestMidlands Police staff on the intranet andthe public via the internet.
Work continues to raise the awareness andunderstanding of Hate Crime within thepolice, partners and communities toencourage early reporting.
Mental HealthJanuary 2014, saw the launch of themental health triage scheme, initially as apilot project covering the Birmingham andSolihull areas of the West Midlands. Theinitiative saw police officers crewed withpsychiatric nurses and paramedics in adedicated response vehicle, responding tocalls involving people believed to beexperiencing mental ill health. The teamprovide on-the-spot assessments, often onthe street or in private property, with theprimary goal to ensure that theseindividuals with suspected mental healthissues are taken to safe health professionalfacilities rather than been held in policecustody which previously tended to be thecase. The success of the mental healthtriage scheme saw this extended in 2015to both the Coventry and Black Countryareas of the West Midlands, in a developedpartnership with each local NHS trust andClinical Commissioning Group.
In the short period since the running of thetriage scheme, it has seen the number ofpeople detained under Section 136 of theMental Health Act slashed by more thanhalf. In the first year of operation the streettriage scheme attended 1,871 incidents toconduct assessments, saw its Section 136detentions reduce from 686 to 333 andphysical health assessments at hospitalA&E departments reduce by 647.
Chief Inspector Russell, WMP mentalhealth lead reflected on the reasons for itssuccess, ‘in the past we have not workedalongside the ambulance service or mentalhealth providers and this has meant too
6. Hate Crime14
many people ending up in police custodyand essentially being criminalised for beingunwell. This has been highly successful,primarily because it means medical expertsrather than police officers are on hand tocarry out assessments on individuals at thescene.”
AutismIn November 2015, WMP was required toreport to the Health and Social CareOverview and Scrutiny Committee on thesubject of Adults with Autism and CriminalJustice Scrutiny to set out the efforts madeas to its autism strategy and delivery ofawareness training to its officers and staffin support of the autism community towhich it serves. Martin Keating – diversityand inclusion (disability), presented to thecommittee and reflected on the work andjourney taken by WMP in the past 18months in order to up-skill by their very roleand associated risks, front line officers,custody staff, and engagementdepartments i.e. Force Contact and PublicProtection, with an awareness of autismand so help support, remove and avoid anypotential barriers and negative/damagingsituations with members from the autismcommunity.
Some of these training packages haveconsisted of for example; an in-housetraining package, access to freeundertaking of NCFE level 2 – AutismAwareness, Education Authorityworkshops, working with a communitymember on the autistic spectrum, toregular engagement with Autism WestMidlands (AWM) including access to theirfree on-line training packages (Connect).The Scrutiny Panel concluded in itsfindings, that they were satisfied with theprogress made by WMP within the CriminalJustice Arena and its proactivedevelopment and journey taken inpromoting the awareness of autism andcontinued support to its communitymembers. WMP will continue attending theBirmingham Autism Board with relatedsupport to its board members and serviceproviders.
DementiaIn late 2014, WMP signed up to theNational Dementia Declaration Plan(available on-line) which set out some of itskey objectives in support of those personsliving with dementia, primarily as to theirsafeguarding and their healthscreening/removal from the custodyenvironment which used to be wronglyseen and used as a temporary place ofsafety.
The journey and progression continuedthroughout 2015 which has included:• Work and health screenings of the MentalHealth Triage Teams and their holisticpartnership methodology in support ofvulnerable dementia persons rather thana pure criminal justice approach.
• Membership to the Birmingham LocalDementia Action Alliance and work withCCGs, NHS, Council, local businessesand voluntary sector
• Safeguarding workshop delivery at theDementia Services Event (Villa Park) –November 2015
• Training of three WMP Dementia FriendsChampions and in-house trainingdelivered to Force Contact staff.
• Report and attendance to the Health andSocial Care Overview and ScrutinyCommittee.
WMP is passionate in supporting the workof the Birmingham DAA and to help createa dementia-friendly organisation andcommunity where an awareness andunderstanding of dementia is appreciated,and those persons living with dementia areunderstood, respected, supported, andconfident that they are involved and valuedin their contribution to community life.
6. Hate Crime15
Equalities ImplicationsThe Hate Crime Policy has been developedin line with equalities legislation,particularly with reference to the EqualityAct 2010 and has been reviewed for2016/17. The policy and supportingmaterial has been subject to an EqualityImpact Assessment, which has beenconsidered from the start of policy design.
National Hate Crime guidelines covers fivestrands – Disability, Race, Religion, GenderIdentity and Sexual Orientation. The fivestrands have been included in the policyand consulted on, however, the otherprotected characteristics have also beenconsidered in the impact ssessment.
Despite previous equalities legislation,West Midlands Police has alwayscompleted impact assessments for all theprotected characteristics; this position hasnot changed since the introduction of theEqualities Act in 2010.
In order to inform the design of the policyand to ensure no adverse impact WestMidlands Police has involved a range oforganisations and individuals bothinternally and externally providingincreased consultation and engagementacross the five strands of hate crime.
West Midlands Police StrategicDelivery Plan for Hate CrimeThe strategic objectives detailed in theForce Hate Crime Delivery Plan are:
Priorities:1. To work with Partners to ensure the early
identification of Hate Crimes andrecognition of vulnerability
2. Develop a better understanding of themotivation for Hate Crime in order toprovide the most effective service.
Aims:1. To encourage increased reporting2. Improve the level of service to Hate
Crime victims
3. Remove the barriers to reporting HateCrime.
4. Increase the number of offendersbrought to justice
5. To achieve improved Trust, Confidenceand Satisfaction
6. Develop Community Cohesion7. Delivery of a professional and impartial
service
The strategic delivery of hate crime isultimately the responsibility of the ChiefConstable. West Midlands Police HateCrime Strategy and Policy outlines the roleLPU Commanders and Department Headshave in ensuring that the entire businessprocess for the coordination andinvestigation of Hate Crime are affordedthe appropriate levels of priority.
A WMP Hate Crime Silver Commander(Chief Superintendent Chris Johnson)governs the Hate Crime Policy andStrategy and is supported by 1 BronzeCommander who has an overview of allhate crime and supports the SilverCommander and 5 Strand SPOCs, one foreach strand. In support of the strategyeach LPU has an appointed Hate CrimeLead (Detective Chief Inspector – CrimeManager) who will act as a single point ofcontact for hate crime issues.
Hate Crime data for 2015 can be found atpage 39.
6. Hate Crime16
6. Hate Crime17
GoldACC Foulkes
LPU/DeptLeadsDCI
LPUs, FCID, CJ,PPU and PPU
Race StrandSPOC
CI Harvi Khatkar
Religion StrandSPOC
Reverend JohnButcher -
Force Chaplain
SexualOrientationStrand SPOCPC Gary Stack
LGBChair
Gender Identity(Transgender)Strand SPOCDebbie Pritchett
EDHR
DisabilityStrand SPOCMartin Keating
EDHR
SilverCh Supt
Chris Johnson
BronzeDI Ainsley Cobbett
West Midlands Police - Hate Crime Board
Monitoring Employment Composition ofthe WorkforceAs part of the equality duties, WMP has toresponsibly monitor all aspects of therecruitment and development of theworkforce. WMP therefore monitors by allprotected characteristics the number ofpeople:• In post• Applying for employment, training andpromotion
• Receiving training• Benefiting or suffering a detriment as a resultof performance assessment procedures
• Involved in grievance / resolution procedures• Subject to disciplinary procedures• Ceasing employment• Salary increments (Widebanding)
Monitoring Faith and BeliefWMP monitors data regarding thereligion/belief of individuals through the OracleHR system and Staff Surveys. We collect thisdata so the Force can gain a meaningful pictureregarding the experiences of individuals fromdifferent faith/belief backgrounds.
Monitoring is a useful way of measuringchange and identifying issues that are moresalient to one faith/belief than another; we aimto encourage more individuals to disclose theirfaith/belief. This enables WMP to manage itsworkforce more effectively and improve itsprocesses to identify, tackle and preventdiscrimination against staff from particularfaith/belief backgrounds, which canundermine productivity and contributetowards costly and damaging employmenttribunals.
WMP supports four staff support associationsin terms of religion and belief which offeradditional support to the members andwhich additionally link in with externalgroups.
• Christian Police Network• Faith & Belief Group• Muslim Police Association• Sikh Association
Reasonable AdjustmentsWest Midlands Police takes everyreasonable step to recruit and retaindisabled employees, as the Force wants toharness the valuable skills and experience ofall, preferring to focus on “ability” rather than“disability”. We have a robust process andpolicy for putting reasonable adjustments inplace for individuals with disabilities that are assimple, cost effective and as timely as possible.The adjustments might cover the hoursworked, furniture, equipment, software orsupport in making changes to the work donedepending on individual needs. The processbegins, for those with complex or sudden andunexpected needs, with a case conference tohelp to identify the individual’s needs and howthey can best be helped.
Case conferences are set up in a timely mannerand will include the individual, and whereapplicable, Occupational Health, diversity andinclusion representative, Line Manager Advisor,and the individual’s Line Manager. Theindividual can also bring a personalrepresentative if required. Following the caseconference, a report is prepared to indicate theadjustments needed by the individual so theycan carry out their role effectively and with thesame equality of opportunity as theircolleagues.
In order to determine the exact reasonableadjustments that are required, the individualcan self refer to the government agency“Access to Work” part of jobcentre plus, thatprovides assistance where the health ordisability affects the way an individual can dotheir job. Once the level of support has beenconfirmed by means of an on-site assessment,West Midlands Police will, where deemedreasonable, endeavour to provide thesuggested support providing the necessaryequipment, software etc.
The amount spent on this support for 2015 wasjust under £80k. In addition, all staff withdisabilities must be assessed by a competentrisk assessor to determine any significanthazards to them or to others.
7. Our People18
Equipment already within the organisationis utilised where appropriate i.e. staffretirements/leaving the organisation, andre-distributed amongst other employeesmaking considerable savings for theorganisation and ultimately the tax payer.Two avenues of recouping monies fromreasonable adjustment equipment arefirstly through the Access to Workredemption scheme when ATW refund asmall proportion of the cost in certaincircumstances and secondly by means ofselling equipment used by staff/officersthat cannot be re-used.
If individuals require adjustments to helpthem to perform their role effectively, butdo not meet the definition of ‘disability’outlined in the Equality Act 2010, they mayapply for these adjustments as part of theirlocal Display, Screen, Equipment (DSE)review through their Line Manager.Standard equipment is available onapplication through the Shared ServicesDepartment. This process is detailed in acomprehensive Reasonable AdjustmentsPolicy. Further information and support canalso be obtained from the West MidlandsPolice Disability and Carers’ Network, astaff association for disabled and carercolleagues.
Working Hours and LeaveWest Midlands Police not only adheres toall statutory provisions regarding flexibleworking entitlements, it goes much furtherthan these to ensure that it canaccommodate, recruit and retain allmembers of staff and officers in recognitionof their inherent value to the service. Theyoffer a wide range of flexible workingoptions, which include:
Flexible Working HoursAll staff who are not employed on a shiftsystem are entitled to work within the remitof the flexible hours’ arrangement. Thisallows staff to work any hours between08:00-18:30 as long as they work the corehours of 10:00 -12:00 and 14:00-16:00.(option 1) This proves beneficial for staffwho have childcare or other caringcommitments or who wish to work certainhours to fit into their lifestyle. However,after a review the force identified the need
to broaden the flexi working hours and hasintroduced (option 2) to incorporate a 7amstart, this was introduced strictly foroperational needs. This allows staff towork any hours between 07:00-18:30, coretimes are 09:00-11:00 and 13:00-15:00 Italso allows staff to accrue up to 30 hoursin a 12 week period which they can take offas part or full flexi days.
New Ways of Working (NWOW)WMP are currently reviewing the way theywork as part of a large estates programmeof change. In future there will be moreoptions to work in an agile way supportedby better technology and accommodation.
Term Time WorkingAll staff with at least six months’ servicewho are the parents/carers of school-agedchildren are entitled to apply for term timeworking. This involves them taking theirannual leave plus additional unpaid leaveduring the school holidays. Their salary isthen pro-rated so they are paid at aslightly lower rate each month. Thisworking pattern has proved very popularamongst lone parents and parents whosepartners also work.
Reduced Hours WorkingThis is the most popular of flexible workingoptions on offer and it takes many forms.Many staff work reduced hours on aweekly basis, whereas others work muchmore unusual arrangements. Managementteams try to accommodate the needs ofstaff and be as innovative and creative aspossible when deciding on workingpatterns to best suit the needs ofindividuals and operational requirements.
Job ShareJob Share involves two people performingone specific full-time post. It may involvefor example, one member of staff workingMonday, Tuesday and Wednesdaymorning, while the other works Wednesdayafternoon, Thursday and Friday; or oneofficer/employee may work mornings andthe other afternoons. Both colleagues aretreated as part-time workers in the waythat their annual leave and pay are pro rata.This is also popular amongst officers whowork shifts.
7. Our People19
Compressed HoursCompressed hours involve a member ofstaff working four longer days so they cantake one day off a week. This particularlysuits carers or those who wish to spendmore time on a hobby or personal project.It can also help to reduce travelling costsas staff will only be making the trip to workfor four days instead of five. It is also ofbenefit to West Midlands Police as itprovides cover outside of normal workinghours for four days in the week which canbe particularly useful in a 24-7 serviceprovider.
Annualised HoursThis involves a member of staff beingcontracted to work a certain number ofhours per year, usually on project work.This working approach is particularly suitedto very experienced staff who are nearingretirement and wish to spend more time onthemselves, but who still have a great dealto offer West Midlands Police. It enablespeople to work flexibly while the forcebenefits from their continued expertise andcommitment.
Flexible Workplaces This initiative is becoming much morepopular within West Midlands Police. Onthe whole it involves staff being providedwith a laptop so they can work from homeor any other location.
Excessive HoursManagers should monitor on a regularbasis to ensure that people aren’t workingexcessively long hours and to address anystaffing/welfare issues as is necessary. Inaddition, West Midlands Police strives toavoid a long hours policy and managersare reminded regularly by their HRteams of the importance of this.
Career BreaksThe Career Break Policy allows staff totake unpaid leave of between one - fiveyears. Career breaks can be used for anypurpose, whether it is for child or eldercare, further study or travel. The onlyprohibition is for staff to engage in otherpaid work during their career break. Theymust attend work for two weeks per year to
keep in touch and maintain their skill level.For West Midlands Police it means that weretain the knowledge, skills and experienceof valued employees, who might otherwisebe lost to the organisation; whereas for thestaff, it gives them the opportunity tomaintain their career while also taking timeout to take care of other responsibilities orto enhance their development or pleasure.
Leave Arrangements for Cultural orReligious ReasonsWest Midlands Police endeavours toensure that all staff have the opportunity toobserve their own religious and culturalfestivals and practices. West MidlandsPolice makes every attempt to ensure thatwhere requested, staff can take annualleave during important festival periods, orcan modify their working hours duringcertain periods such as fasting duringRamadan. Under future Police Servicechanges staff will be able to choose whenthey take Bank Holidays.
Disability Related Absence and LeaveWhere absence or leave is related todisability this is appropriately recorded soindividuals are not disadvantaged.
Disability Related Absence This can be taken if an officer/employeewho is disabled needs to take a period ofsick leave due to the effects of theirdisability or needs to undergo treatmentrelating to their disability. This could be anoperation or admission to hospital orprolonged treatment that wouldincapacitate them from working.
For all staff with a disability relatedabsence, proof must be provided by theirown GP and/or backed up with a medicalassessment from the force OccupationalHealth Unit. This review will help ensurethat the individual is receiving support, andinclude: likely dates to return to work,confirmation if fit for duty, consideration ofspecialist equipment and reasonableadjustments at work and a recommendedrehabilitation plan etc.
7. Our People20
Disability Related LeaveThis can be taken by an officer/employeewho is disabled for the purpose ofattending a hospital appointment,rehabilitation or treatment which is relateddirectly to their disability.
Leave for Gender ReassignmentThis may be taken for any genderreassignment purpose. This will be treatedthe same as sickness or illness relatedabsence. This is appropriately recorded soindividuals are not disadvantaged andrecords are kept confidential.
Special LeaveTwo types of Special Leave are availablewithin West Midlands Police: paid andunpaid. Managers have the discretion togrant 10 days without pay in a variety ofsituations, but most of the Special Leavewhich is granted is paid. The Special LeavePolicy is undergoing consultation. Some ofthe changes will be to accommodateblood, platelets and bone marrow donors,gender reassignment and surrogacy.
Family LeaveFamily leave provides support for policeofficers and police staff in particulardomestic situations by enabling linemanagers to grant paid leave outside oftheir annual leave entitlement. Allapplications are subject to operationalrequirements, but should always be treatedsympathetically and not unreasonablyrefused. The scheme applies to all policeofficers and police staff regardless oflength of service.
Illness of a close relationThree - five days with pay is acceptable togrant in these circumstances.
Death of a close relation or in-lawThree - five days with pay will be approved,with additional paid leave in exceptionalcircumstances. Line managers shouldconsider this in the context of offering awider package to enable staff to take timeoff (to include for example annual leave,time owing, flexible working arrangements,home working etc). This additional leave isprincipally intended to assist those who are
responsible for making funeralarrangements, administering the estate ofthe deceased etc.
Funeral of a close relation or in-lawOne day with pay, or if the funeral takesplace at a distance of more than half aday’s journey from the place of work, up tothree days. Line managers shouldacknowledge and be aware of funeraryrites of diverse religions.
Personal presentation of a degree orinvestiture with honour or decoration ofthe employee or close relationNot more than one day with pay isrecommended.
Urgent private businessNot exceeding 10 days without pay in anyyear at the discretion of the Head ofDepartment, who must be satisfied that theapplicant will not be employed elsewhereduring the period of leave.
Birth of a child (where the employee isthe recognised partner or the carer ofthe person giving birth)Not exceeding five days’ paid leave aroundthe time of the birth. Unlike the paternityleave entitlements, this ensures that thosewho have less than 26 weeks’ servicebefore the 15th week before the ExpectedWeek of Confinement and who are thecarers/partners/biological fathers ofexpectant mothers can also taketime off to support them.
Maternity LeaveThe individual is entitled to MaternityLeave,Pay and will be allowed paid time offfor antenatal care: hospital, clinic, GPappointments, and routine check-ups. AMaternity/Family Conference is held yearlyto offer support and guidance.
Adoption LeavePaid time off is allowed for ‘pre-placement’meetings. Where a couple who areadopting jointly both work for WestMidlands Police only one of them can takeadoption leave. The other partner may beable to claim adoption support leave andpay.
7. Our People21
Adoption LeavePaid time off is allowed for ‘pre-placement’meetings. Where a couple who areadopting jointly both work for WestMidlands Police only one of them can takeadoption leave. The other partner may beable to claim adoption support leave andpay.
SurrogacyWomen wishing to be a surrogate motherwill have the same rights to maternity leaveand pay. Intended parents who wish to usea surrogate mother, although notconsidered as ‘Adoption’ the Force’sposition will, in the main, mirror theAdoption Leave Policy.
IVF Related LeaveLine managers will approve leave for IVFrelated treatment in accordance with thefollowing: GP/hospital appointmentsshould be attended outside of workinghours. However, where this is not possible,leave will be granted for IVF treatment withup to three treatments and a maximum of10 days paid leave each year.
Shared Parental Leave From April 2015, Shared Parental Leave willbe introduced, meaning that families willhave more choice about how they balancetheir work and caring commitments.Parents can choose whether to be at hometogether, or work at different times andshare the care of their child between thebaby’s birth and first birthday. Mums canend their Maternity Leave after 2 weeksand split up to 50 weeks of SharedParental Leave with the father/partner.
Cosmetic SurgeryLine managers will approve leave forcosmetic surgery where surgery isrecommended by a doctor/consultant formedical reasons. This will be treated likeany other pre-planned surgery.Appointments should be attended outsideof working hours, however, where this isnot possible, leave will be granted and theindividual will be required to make up thetime.
ReservistSpecial Leave provisions for weekend orannual camp – special leave may begranted up to six days or 50% of the time.
Gender ReassignmentAny officer or member of staff undergoinggender reassignment is entitled to specialleave for any gender reassignment relatedprocedure. This will be treated the same assickness or injury absence in line withStatutory requirements. In addition, this isrecorded appropriately to ensureconfidentiality.
ReservistSpecial Leave provisions for weekend orannual camp – special leave may begranted up to six days or 50% of the time.
Removal leaveAny member of police staff or police officerwho has satisfactorily completed sixmonths service may apply for removalleave, and a maximum of two consecutivedays paid leave can be granted. Thisentitlement should be granted on a pro ratabasis for those individuals working parttime.
Childcare VouchersWest Midlands Police in conjunction withComputershare Voucher Services operatesa system whereby part of your salary canbe exchanged for childcare vouchers.These vouchers provide some exemptionfrom National Insurance and Tax forworking parents of children up to 16 yearsof age and is tax free.
These enhanced entitlements are includedin the policy and is publicised on ourintranet system.
7. Our People22
Details of specialist officers i.e.those with specialist skills (DomesticAbuse Forced Marriage etc)The Public Protection Department providesa corporate capability and capacity to dealwith the risks and threats associated withthe protection of vulnerable people beyondthe scope of local policing and therebyensures a consistency in protection andservice delivery across West MidlandsPolice.
There are over 450 officers doing specialistroles. These officers are classed asspecialist officers by having specificknowledge and training attributed to childabuse, adult abuse, rape, domestic abuse,vulnerable adults, child individualmanagement reviews, domestic homicidereviews, and sex offender management.
Further to this a multi-agency teamprovides central HQ support to the Multi-Agency Public Protection Arrangements(MAPPA) ensuring a corporate approach andadherence to national standards.
7. Our People23
Capability Equalities Analysis
Performance and AttendancePolice Staff
During 2015, a total of 167 cases were referred to the Line Management Advice (LMA)team in relation to police staff performance and attendance. The following is abreakdown by category.
Of the total cases referred, 117 (70%) cases relate to female and 50 (30%) cases relate tomale. 25 (15%) cases account for police staff from a BME background.
Support may not have resulted in a formal process being implemented
Cases Referred and Progressed to a Formal ProcessOf the total cases referred, 45 cases progressed to a formal process as described below:
Attendance and performance
7. Our People24
Male Female
50 117
BME Non BME
25 142
Age Attendance Performance
16-17 1
18-20
21-25 6 4
26-30 13 7
31-35 10 3
36-40 13 4
41-45 12 8
46-50 20 6
51-55 24 4
56-60 17 6
61-65 5 2
Plus 66 2
Total 122 45
Gender
Stage of Process Male Female Grand Total
Informal 17 25 42
Formal 1 2 3
Grand Total 30 22 45
Capability Equalities Analysis
Performance and AttendancePolice Officer
During 2015, a total of 145 cases were referred to the Line Management Advice(LMA) team in relation to police officers’ performance and attendance. The followingis a breakdown by category.
Of the total cases referred, 61 (42%) cases relate to female and 84 (58%) casesrelate to male. 36 (25%) cases account for police officers from a BME background.
Support may not have resulted in a formal process being implemented
7. Our People25
Ethnicity
Stage of Process BME Non BME Grand Total
Informal 7 35 42
Formal 1 2 3
Grand Total 29 18 45
Age Range Informal Formal
16-17
21-25 2 1
26-30 8
31-35 3 2
36-40 4
41-45 4
46-50 9
51-55 3
56-60 5
61-65 3
Plus 66 1
Total 42 3
Male Female
84 61
BME Non BME
36 109
7. Our People26
Age Attendance Performance
16-17 0 0
18-20 0 0
21-25 1
26-30 5 3
31-35 15 7
36-40 23 7
41-45 28 4
46-50 33 7
51-55 5 3
56-60 0 1
61-65 3
Total 113 32
Gender
Stage of Process Male Female Grand Total
Informal 24 15 39
Formal 5 3 8
Grand Total 29 18 47
Ethnicity
Stage of Process BME Non BME Grand Total
Informal 1 38 39
Formal 2 6 8
Grand Total 3 44 47
Cases Referred and Progressed to Formal ProcessOf the total cases referred, 47 cases progressed to a formal process as described below:
Age Range Informal Formal
21-25
26-30 1 2
31-35 7 2
36-40 9 1
41-45 8 1
46-50 11 2
51-55 2
56-60
61-65 1
Total 39 8
Capability Equalities Analysis
Resolution – Police Officers / StaffDuring 2015, a total of 76 cases were referred to the Line Management Advice (LMA)team for resolution referral for both police officers and staff, with police officers equatingfor 52 (68%) of these cases and police staff 24 cases (32%)
Police Officers - Resolution DataYear ending 2015Out of the total cases referred for police officers, 22 (42%) relate to male, and 30 (58%)relate to female officers. Data as follows:-
7. Our People27
Age Resolution
16-17 0
18-20 0
21-25 1
26-30 1
31-35 13
36-40 15
41-45 18
46-50 15
51-55 9
56-60 3
61-65 1
Total 76
Gender
Post rank grade Male Female Grand Total
Constable 27 16 43
Sergeant 3 6 9
Inspector 0
Grand Total 30 22 52
Age Resolution
16-17 0
18-20 0
21-25
26-30
31-35 13
36-40 11
41-45 16
46-50 8
51-55 4
56-60
61-65
Total 52
Ethnic ProfileOf the total cases referred for police officers, 42 (81%) relate to officers from a non-BMEbackground and 9 (17%) cases to those officers from a BME background. Data asfollows:-
Police Staff – Resolution DataYear ending 2015Out of the total cases referred for police staff, 13 (54%) relate to female, and 11 (46%)relate to male staff. Data as follows:-
Ethnic ProfileOf the total cases referred for police staff, 18 (75%) relate to staff from a non-BMEbackground and 8 (25%) cases to those staff from a BME background. Data as follows:-
7. Our People28
Gender
Post rank grade BME Non BME Not stated Grand Total
Constable 6 35 1 43
Sergeant 3 6 9
Inspector 0 0
Grand Total 9 42 1 52
Male Female Grand Total
PCSO 0 2 2
Staff 11 11 22
Grand Total 11 13 34
Age Resolution
16-17
18-20
21-25 1
26-30 1
31-35
36-40 4
41-45 2
46-50 7
51-55 5
56-60 3
61-65 1
Plus 66
Total 24
Non BME BME Grand Total
PCSO 2 0 2
Staff 16 6 22
Grand Total 18 6 24
7. Our People29
External Complaints(Professional StandardsDepartment)The Professional Standards Departmentreceived 1,210 individual complaints frommembers of the public between 1stJanuary 2015 and 31st December 2015.Of these, a total number of 1,526complaints were finalised during thatperiod, which includes those extendednumbers received, (late in 2014).
BME Recruitment, Retention andDevelopmentWest Midlands Police are committed toproviding a policing service that isinclusive, offers equality of opportunityregardless of background and meets theneeds of all communities. Through theintroduction of a clear and accountablestrategy for BME Progression, we willstrive to eliminate barriers and provide anenvironment where our BME colleaguescan thrive. Working together as one wewill make a difference to our servicedelivery by mainstreaming ourorganisational values. Our leadership willbe visible and approachable in order totackle the issues that matter most; thedelivery of this strategy is critical to givingour workforce and communitiesconfidence in our ability to listen, learnand strive to improve to meet the needs ofthe diverse communities we serve.
DevelopmentWe are keen to learn from others andcontinuously improve our efforts. Weactively participate in national workshopsorganised by COP BME Progression 2018project and our work has been capturedas best practice for other forces. We havetaken a lead role in a national diversitypractitioner’s network called PAPAThe BME Recruitment & progressiondelivery plan sets out objectives toprovide focussed and targeted support toqualified BME officers through positiveaction for promotion processes. Thisincludes understanding competencyframeworks, elements of the promotionprocess, senior leader insights, mockpresentations & interviews. Theprogramme encourages officers to set uppromotion study groups giving each other
feedback and widening their perspectives.However, the programme has developedto go further than focusing on a promotionprocess because promotion opportunitiesare limited. The programme includes self-awareness, understanding your ownvalues, behaviours and works styles. Thishas the number one benefit of enablingofficers to be their best at work for thebenefit of local communities. There isfurther benefit of helping them tounderstand the behaviour of othersallowing them to have more effectiverelationships with team members andsubordinates. The value of having a strongnetwork of colleagues from across theorganisation cannot be under estimated.Officers support each other with problemsolving their workplace issues as well ashaving healthy debates about how toimprove service delivery. The overall effectis to build confidence in individuals whichin turn motivates them to apply for otheropportunities. The majority of regularattendees have gained acting/temporarypositions and have applied to specialistdepartments.
All recruitment and progression processesare reviewed to ensure that there is nobias. This includes statistical analysis aswell as scrutiny from key stakeholders.WMP has utilised community partners inPC recruitment. The BME Communityscrutiny panel continues to play asignificant role in giving feedback forrecruitment and progression initiatives.WMP have a dedicated mentoringprogramme for BME officers and staff. Thementoring pool has recently beenexpanded to include non BME seniorleaders for the benefit of BME officers andstaff. Mentoring allows individuals to getone to one support for development orprogression.
BME development is going to beembedded in the future People strategyand future succession planning tools andadditional support will be tailored whereappropriate through positive action.There is a renewed focus to improvediversity in specialist departments toutilise diversity in all aspects of servicedelivery. Positive action work has been
piloted with departments such as CTUsurveillance, and PSD. This learning isgoing to be used to expand the approachover the next year targeting 6 priority areas.
RecruitmentWe recognise the need to improve ourrecruitment of police officers from thediverse communities that we serve andhave strengthened our Positive Action toattract high-calibre recruits from across theWest Midlands. We have established aFacebook group with in excess of 6,000members of potential BME recruits andserving police officers to dispel the mythsabout policing. Backed up by awarenesssessions hosted in police buildings, theprogress we are making has led to theformation of the Positive ActionPractitioners Alliance (PAPA). This groupexists to support potential BME recruitsacross the UK and is already gainingtraction. Almost one-third of candidatesapplying to join West Midlands Police in2015 were from a BME background.We continue to open up our selectionprocesses to public scrutiny and involvemembers of diverse communities, called‘Community Partners’ to observe at theassessment centre and to sit on the finalinterview panels. We know there is more todo though and to make our selectionprocesses even more transparent all WMPstaff involved in recruitment and promotionselection are now assessed forunconscious bias.
During 2016 we will roll out our newpromotion selection processes which willhave an even stronger focus on the role ofpolice leadership in our diversecommunities.
7. Our People30
Stop & Search
The Stop and Search Policy was amendedin December 2014, to reflect theintroduction of the new West MidlandsPolice electronic Stop and Searchrecording system (eSearch) in April 2014,together with WMP’s entry into the nationalBest use of Stop and Search Scheme inAugust 2014.
Further, between November 2013 andMarch 2014, all Operational Police Officersreceived a full day of refresher trainingaround Stop and Search, to continue toensure Stop and Search Powers areapplied effectively and fairly.
LPU’s continue to work with their localIAG’s and Scrutiny Panels. These groupscritically appraise the local figures toensure that WMP Officers are applyingtheir powers proportionately. The Office ofthe Police and Crime Commissioner alsopresent a Stop and Search Commissionevery six months, where representativesfrom all ten local Scrutiny Panels meet anddiscuss current themes in relation to Stopand Search.
Explanation of powers to stop andsearchWMP understand the importance ofinforming the public of their rights, receiptsissued to members of the public who havebeen subject of a Stop and Search as partof the new electronic eSearch recordingprocess, also outline rights andentitlements in relation to Stop and Search.This improves community relations andensures transparency in use of powers.
Principles governing stop and searchpowers to stop and search must be usedfairly, responsibly, with respect for peoplebeing searched and without unlawfuldiscrimination.
The intrusion on the liberty of the personstopped or searched must be brief anddetention for the purposes of a searchmust take place at or near the location of
the stop.If these fundamental principles are notobserved the use of powers to stop andsearch may be drawn into question. Failureto use the powers in the proper mannerreduces their effectiveness. Stop andsearch can play an important role in thedetection and prevention of crime, andusing the powers fairly makes them moreeffective.
The primary purpose of stop and searchpowers are to enable officers to allay orconfirm suspicions about individualswithout exercising their power of arrest.Officers may be required to justify the useor authorisation of such powers, in relationboth to individual searches and the overallpattern of their activity in this regard, totheir supervisory officers or in court.Any misuse of the powers is likely to beharmful to policing and lead to mistrust ofthe police. Officers must also be able toexplain their actions to the member of thepublic searched. The misuse of thesepowers can lead to disciplinary action.
An officer must not search a person, evenwith his or her consent, where no power tosearch is applicable. Even where a personis prepared to submit to a searchvoluntarily, the person must not besearched unless the necessary legal powerexists, and the search must be inaccordance with the relevant power andthe provisions the “PACE” of Codes ofpractice.
The only exception, where an officer doesnot require a specific power, applies tosearches of persons entering sportsgrounds or other premises carried out withtheir consent given as a condition of entry.
8. Tackling Crime31
8. Tackling Crime32
32
Stop & Search 2014
Ethnicity
Drugs Going
equipped Stolen Items
Offensive Weapon
Firearm Other Grand Total
01 White 4399 2067 1888 722 85 15 9176
02 Black 1156 313 363 314 63 8 2217
03 Asian 2534 314 315 238 117 17 3535
04 Other 278 58 79 54 11 480
05 Not Recorded 211 40 66 35 8 1 361
Grand Total 8578 2792 2711 1363 284 41 15769
Stop & Search 2014
LPU
01 White
02 Black 03 Asian 04 Other 05 Not
Recorded Grand Total
BE LPU 757 248 866 46 42 1959
BN LPU 478 134 167 31 11 821
BS LPU 810 193 132 77 23 1235
BW LPU 814 611 806 87 65 2383
CV LPU 1061 168 195 35 42 1501
DY LPU 1226 99 182 40 18 1565
SH LPU 903 109 135 17 24 1188
SW LPU 766 179 351 54 48 1398
WS LPU 1626 204 459 59 55 2403
WV LPU 670 206 165 34 28 1103
Other Non LPU 65 66 77 0 5 213
Grand Total 9176 2217 3535 480 361 15769
Stop & Search 2014
LPU Total
BE LPU 1959
BN LPU 821
BS LPU 1235
BW LPU 2383
CV LPU 1501
DY LPU 1565
SH LPU 1188
SW LPU 1398
WS LPU 2403
WV LPU 1103
Other 213
Grand Total 15769
Count of Stop searches where the search date between 01/01/2014 and 31/12/2014*
8. Tackling Crime33
Stop and Search 2015
Ethnicity Drugs Stolen Items
Going Equipped
Offensive Weapon
Firearm Other Grand Total
01 WHITE 4568 2073 1695 911 91 4 9342
02 BLACK 1270 408 206 426 86 10 2406
03 ASIAN 2604 388 309 400 126 29 3856
04 OTHER 519 183 113 122 32 5 974
05 NOT RECORDED
379 116 51 58 15 12 631
Grand Total 9340 3168 2374 1917 350 60 17209
Stop and Search 2015
LPU 01
WHITE 02
BLACK 03 ASIAN
04 OTHER
05 NOT RECORDED
Grand Total
BE 1056 258 1106 102 102 2624
BN 856 165 260 78 32 1391
BS 842 192 143 107 59 1343
BW 744 859 834 178 106 2721
CV 1000 189 213 67 55 1524
DY 892 80 110 66 32 1180
SH 823 76 200 56 36 1191
SW 695 204 337 65 62 1363
WS 1615 176 463 119 79 2452
WV 819 207 190 136 68 1420
Grand Total
9342 2406 3856 974 631 17209
Stop and Search 2015
LPU Total
BE 2624
BN 1391
BS 1343
BW 2721
CV 1524
DY 1180
SH 1191
SW 1363
WS 2452
WV 1420
Grand Total 17209
Count of Stop searches where the search date between 01/01/2015 and 31/12/2015
Vulnerable victimsOperation Sentinel is a long-running force wide initiative aimed at enhancing the serviceprovided by West Midlands Police and its partners to vulnerable victims across the forcearea. Particular focus is being applied to Domestic Violence (DV), Child SexualExploitation (CSE), Honour Based Violence (HBV)/Forced Marriage (FM), Child Abuse(CA), Modern Day Slavery (MDS), Prostitution, RASSO and Female Genital Mutilation(FGM). It was launched in October 2014.
Domestic ViolenceReports of incidents and crimes which are domestic in nature should either be given acrime or Non-crime number.
Crimes and positive outcomesTotal crime with a domestic offence type marker has increased over the last few yearsdue to a combination of better recognition of it at the commencement, additionaldomestic violence campaigns and victims confidence to report.
In 2015 there were 18,990 crimes which were domestic related. Which was up 11% from17,080 in 2014.
The positive outcome rate for domestic crime in 2015 was 37.3%.
8. Tackling Crime34
Domestic Violence non-crimeDomestic Violence non-crime have been increasing over the last few years due to acombination of better recognition of it at the commencement, additional domesticviolence campaigns and victims confidence to report.In 2015 there were 32,819 non-crimes recorded, which was up almost 4% from 31,622 in2014.
Non-crimes do not have the same outcome clear-up mechanism as crimes so this cannotbe reported on.
8. Tackling Crime35
DV
Year
2014
Volume
Year
2015
Volume
Volume
%
change
Positive
Outcomes
2015
Positive
Outcome
rate 2015
Birmingham East (BE) 2268 2367 4.4 838 35.4%
Birmingham North (BN) 1113 1360 22.2 517 38.0%
Birmingham South (BS) 2114 2282 7.9 903 39.6%
Birmingham West and Central
(BW) 1866 1994 6.9 565 28.3%
Coventry (CV) 2090 2085 -0.2 658 31.6%
Dudley (DY) 1401 1592 13.6 647 40.6%
Sandwell (SW) 1748 2084 19.2 866 41.6%
Solihull (SH) 865 1051 21.5 336 32.0%
Walsall (WS) 1709 1940 13.5 843 43.5%
Wolverhampton (WV) 1901 2230 17.3 908 40.7%
FORCE 17075 18985 11.2 7081 37.3%
Other crimes which have a
F
T
3
Forced Marriage and Honour Based ViolenceForced Marriage is a Home Office recordable offence. Other crimes which have a ForcedMarriage element to them are identified using a special interest marker added to thecrime report.
There is no Home Office offence of Honour Based Violence, instead Crimes and Non-Crimes are given a special interest marker of HBV.
Government Agenda - Forced Marriage / Honour Based Violence (HBV)Forced marriage and honour based crimes are umbrella terms to encompass variousoffences already covered by existing legislation. Both are a violation of human rights andmay be a form of domestic and/or sexual violence. The UK is already a global leader onwork to tackle forced marriage.
Forced Marriage and Honour Based ViolenceForced Marriage is a Home Office recordable offence. Other crimes which have a ForcedMarriage element to them are identified using a special interest marker added to thecrime report.
There is no Home Office offence of Honour Based Violence, instead Crimes and Non-Crimes are given a special interest marker of HBV.
8. Tackling Crime36
Other crimes which have a
F
T
3
Year
2014
Year
2015
Positive
Outcomes
2015
Outcome
rate %
2015
Forced Marriage CRIMES3 5 7 0 0
Crimes with a FM marker 29 35 1 2.9%
Non-Crimes with a FM marker 75 81 n/a n/a
Crimes with an Honour Based Violence
marker 89 151 18 11.9%
Non-Crimes with an HBV marker 131 187 n/a n/a
Other crimes which have a
F
T
Between 01/04/2011 and
3
4
Year
2014
Year
2015
Positive
Outcomes
2015
Outcome
rate %
2015
Forced Marriage CRIMES4 5 7 0 0
Crimes with a FM marker 29 35 1 2.9%
Non-Crimes with a FM marker 75 81 n/a n/a
Crimes with an Honour Based Violence
marker 89 151 18 11.9%
Non-Crimes with an HBV marker 131 187 n/a n/a
Female Genital Mutilation Female Genital Mutilation is a Home Office recordable offence. There have been norecorded offences for the last 7 years.
Other crimes which have a possible FGM element to them are identified using a specialinterest marker added to the crime report. In 2015 there were 2 crimes and in 2014 therewas 1.
The FGM marker can also be added to a Non-crime. These are often referrals fromdoctors surgeries and hospitals where a mother may attend who has had FGM herselfand the referral is made for the possible safeguarding her children. In 2015 there were124 non-crimes with the FGM marker. In 2014 there were 101.
Child Abuse crimeChild Abuse is recorded for any crime which is given the offence type marker of CA. Crime has increased significantly. This is likely to be due to a number of reasonsincluding the establishment of the MASH referral service in Birmingham, Coventry andSandwell, which gives another reporting route for partners.
8. Tackling Crime37
In 2015 there were 2 crimes and in 2014 there
w
In 2015 there were 124
n
C
Child Abuse non-crimeChild Abuse non-crime has also increased over the last two years.
8. Tackling Crime38
Child Abuse Crime
Year
2014
Volume
Year
2015
Volume
Volume %
change
Positive
Outcom
es 2015
Positive
Outcome
rate 2015
Birmingham East (BE) 508 607 19.5% 139 22.9%
Birmingham North (BN) 221 284 28.5% 70 24.6%
Birmingham South (BS) 396 492 24.2% 102 20.7%
Birmingham West and Central
(BW) 368 524 42.4% 107 20.4%
Coventry (CV) 365 622 70.4% 135 21.7%
Dudley (DY) 379 485 28.0% 100 20.6%
Sandwell (SW) 461 564 22.3% 201 35.6%
Solihull (SH) 125 202 61.6% 38 18.8%
Walsall (WS) 371 435 17.3% 141 32.4%
Wolverhampton (WV) 395 493 24.8% 184 37.3%
FORCE 3590 4710 31.2% 1217 25.8%
8. Tackling Crime39
Modern Day SlaveryModern Day Slavery has been on the Government and Force agenda for the last twoyears through Operation Sentinel. As a result there has been a significant increase inrecorded crime in 2015 compared to 2014. In 2015, 67 offences were recorded; in 2014there were 12.
HATE CRIMETotal Hate crime as counted using total crime with the offence type marker of HA hasincreased over the last 3 years.
Since April 2014, the Force has been able to record the different ‘strands’ of hate crime.The following table shows the proportion of the different strands in total hate from in2015. The vast majority of hate crime is racially motivated.
8. Tackling Crime40
Hate crime 2014 2015
%
volume
change
Positive
outcomes
2015
Positive
outcome
rate
Birmingham East (BE) 400 493 23.3% 104 21.1%
Birmingham North (BN) 177 218 23.2% 74 33.9%
Birmingham South (BS) 306 387 26.5% 85 22.0%
Birmingham West and Central
(BW) 503 625 24.3% 191 30.6%
Coventry (CV) 368 374 1.6% 124 33.2%
Dudley (DY) 224 226 0.9% 60 26.5%
Sandwell (SW) 319 370 16.0% 101 27.3%
Solihull (SH) 164 162 -1.2% 55 34.0%
Walsall (WS) 265 350 32.1% 113 32.3%
Wolverhampton (WV) 287 308 7.3% 108 35.1%
FORCE 3013 3513 16.6% 1015 28.9%
6
Contr.%
Number of
Crimes
Racial 82.7 2899
Homophobic 9.9 347
Religious 4.3 150
Disability 2.3 80
Transgender 0.8 28
6
6 Racial, religious, homophobic, transgender and disability
Community Impact Statements
Community Impact Statements (CIS) arebeing introduced to give communities avoice at key decision points in the criminaljustice process – at point of charge, atpoint of sentence, and may also be of usein mediation, reparation and rehabilitationactivities undertaken with offenders postsentence. The intention of CIS is to give communitiesan opportunity to make sure significantissues and concerns around crime anddisorder that adversely affect them, areunderstood, considered and whennecessary, acted upon by the Police, bythe Crown Prosecution Service, by theProbation Service and by the Courts. Community Impact Statements areidentified by data collected through thenext steps neighbourhood model and byareas that Neighbourhood Inspectorsthrough consultation highlight specificareas of concern. Areas identified are LPUhotspots that suffer from low level crime,such as offences of Anti-social behaviour(ASB), Criminal Damage, Fly Tipping,Alcohol Related matters, General Disorderand Prostitution in the designated impactareas.
Crime and Disorder Partnerships(CDRP’s) and Community SafetyPartnerships (CSPs)
England and Wales have a key rolein identifying key local community safetypriorities and ensuring the right partnerscome together to tackle the issues that areof most concern to particularneighbourhoods.
The statutory responsible authoritiesare: • Police• Police Crime Commissioners• Fire and Rescue• Primary Care Trust• Local Authorities • Probation
CSPs carry out annual strategicassessments to identify local priorities andformulate a partnership plan to addressthose priorities including using resourcesflexibly to address the particular concernsof different neighbourhoods.Information and data shared by all theresponsible authorities, and critically, inputfrom local communities, provide essentialinput to the strategic assessment process.
There are 7 Crime and DisorderReduction Partnerships across the WestMidlands.
• Coventry Community Safety Partnership– 02476 832 580
• Birmingham Community SafetyPartnership – 0121 303 1368
• Wolverhampton Safety Partnership –01902 551 214
• Dudley Safe and Sound CommunitySafety Partnership
• Sandwell Partnership – General enquiries0845 358 2200
• Walsall Partnership Walsallpartnerships.org.uk
• Safer Solihull Partnership - 0121 7046644
Witness CareWitness care provides support andinformation to victims and witnesses ofcrime from the point of 1st hearing throughto the conclusion of the case. We tailorsupport to the individual needs of thevictim or witness by providing advice andarranging practical support. We endeavourto help victims and witnesses feelconfident and willing to attend court tosupport the prosecution process so thatmore offenders are brought to justice.
8. Tackling Crime41
5 Criminal Justice Act 1967
West Midlands Police has maintained anongoing commitment to eliminatingdiscrimination and harassment, advancingequality of opportunity and fostering goodrelations between people with all nineprotected characteristics for a number ofyears.
In order to meet our legal duties wepublished this document for the first time inJanuary 2012. Subsequently we alsopublished a new Equality Diversity andHuman Rights Strategy and set a numberof objectives in line with the SpecificDuties. This year we have launched a newDiversity and Inclusion Strategy andobjectives for the period 2016-2020. Wehave learnt from our experience of theprevious four years and made somechanges. Much of the work that we set outto deliver has either been achieved orassimilated into normal delivery. This doesnot mean that we are complacent aboutour priorities or how we are accountableand transparent going forward.
Performance PortalThe diversity and inclusion element of ourperformance measuring system waslaunched in December 2012. This allows usto monitor progress against our diversityand inclusion legal objectives. In duecourse this will be made availableexternally to our service users so that theywill be able to monitor our progress andsuccesses and feedback their commentsto us and hold us to account.
Equality Impact AssessmentsWe believe that EQIAs are an important toolto ensure that we evidence how we meetthe Public Sector Equality Duty across allour policy, function and services. Thisentails policy owners capturing all of theconsultation and research they haveundertaken in order to eliminatediscrimination and harassment, advanceequality of opportunity and foster goodrelations between those who share aprotected characteristic and those whodo not.
By December 2014 we had over 300trained people to undertake EQIAsthroughout the force. This ensures that wehave resilience on all Local Policing Unitsand in all central departments.
In terms of people and culture, weeliminate discrimination and harassment byensuring that diversity and inclusion is agolden thread running through all of ourlearning and development programmes.We advance equality of opportunity byengaging in monitoring of our recruitment,retention and progression data to identifyany difficulties faced by those withprotected characteristics in order toimplement robust actions to eradicatethem.
We foster good relations by supporting anumber of diversity staff supportassociations that champion the needs of avariety of protected groups. We ensure thatthey have a platform to assume the role ofa critical friend and influence the decisionmaking processes of West Midlands Police.
In terms of operational delivery we areworking towards eliminating discriminationand harassment by ensuring that officersare given access to a variety of protectedgroups in the community so they becomeacquainted with their specific needs andbuild up a network of key contacts to helpshape policy to meet the needs of thecommunities we serve.
In consultation with our communities, wehave developed a hate crime policy, whichis underpinned by an extensive toolkit tosupport our staff in ensuring that hatecrime is treated in an appropriate mannerfrom the outset right through theinvestigation process.
We have enhanced equality of opportunityfor those with learning disabilities andthose with English as a second languageby adopting a communication aid calledPocketComms, which enables officers tocommunicate with individuals via a seriesof pictures. This empowers them to providetheir own statement of events.
9. Our Commitment: Satisfying theDuties of the Equality Act
42
We have also enhanced equality ofopportunity by broadening thecommunication methods that can beemployed between West Midlands Policeand its service users. We now useFacebook, Twitter and YouTube tocommunicate messages to the public,which enable us to reach youngercommunities, who are generally moreconversant with technology. However, wealso use more traditional methods such asleaflets and the press, so we also reachthose communities that are less computerliterate, such as the elderly.
There are many ways in which service userscan contact us, for example to report anincident. As well as the traditional phone orpersonal contact, service users can nowcontact us via text messaging or email, whichprovides equality of opportunity for youngerpeople and those with a hearing or speechimpairment.
WMP foster good relations by facilitatingreference groups to offer feedback on ourservice provision consisting of individualsfrom all protected groups. This has resulted inus being able to police with confidence in theknowledge that we are doing so with theconsent of the communities we serve.
Finally we have also facilitated a network ofYouth4ems to give young people a voice inhow they are policed and also to providethem with meaningful diversions fromengaging in criminal or antisocial activity.Through these Youth4ems, WMP hassucceeded in fostering good relationsbetween people who do not share aprotected characteristic by encouragingyoung people to undertake tasks to improvethe lives of elderly neighbours, such ascleaning up the local area or volunteering atcoffee mornings to bring the generationstogether.
The aim of publishing relevant equalityinformation is to make West MidlandsPolice transparent about our decision makingprocesses and accountable to our serviceusers. It will give the public the informationthey need to hold us to account for ourperformance on equality.
This information will be published in a waywhich makes it easy for people to access itand it will show that we have due regard tothe three aims of the equality duty, whichare the need to:
• Eliminate unlawful discrimination,harassment and victimisation and any otherconduct prohibited by the Act
• Advance equality of opportunity betweenpeople who share a protected characteristicand people who do not share it
• Foster good relations between people whoshare a protected characteristic and peoplewho do not share it
The information we publish will show thatwe consciously thought about the threeaims of the Equality Duty as part of theprocess of decision-making.
We want our service users to feedback to uson what we publish and also makesuggestions of what further information couldbe included in this publication.
Under the Equality Act 2010 we must alsodevelop and publish equality objectives.These can be found on our external websiteand will run until 2020.
9. Our Commitment: Satisfying theDuties of the Equality Act
43
Published Information Glossary44
AMP Association of Muslim Police
ASB Anti Social Behaviour
ATW Access to Work
BAPA Black and Asian Police Association
BME Black, Minority, Ethnic
CDRP’s Crime and Disorder Reduction Partnerships
CIS Community Impact Statements
COP College of Policing
CPN Christian Police Network
CPS Crown Prosecution Service
CSP Community Safety Partnerships
DCN Disability and Carers Network
D&I Diversity and Inclusion
EHRC The Equality and Human Rights Commission
EIAs Equality Impact Assessments
EWC Estimated Week of Confinement
FBG Faith and Belief Group
HBV Honour Based Violence
IAG Independent Advisory Group
IRIS Institute of Research into Super Diversity
IVF In Vitro Fertilisation
KIN Key Individual Network
LGBT Lesbian, Gay, Bi Sexual and Transgender Network
LMA Line Manager Advisor
LPU Local Policing Unit
MAPPA Multi Agency Public Protection Arrangements
NPIA National Policing Improvement Agency
PACE The Police and Criminal Evidence Act 1984
PCC Police and Crime Commissioner
SLA Service Level Agreement
SSA’s Staff Support Associations
UPP Unsatisfactory Performance Procedure
WMAMP West Midlands Association of Muslim Police
WMAWP West Midlands Association for Women in Policing
WMP West Midlands Police
West Midlands PoliceDiversity Analysis
45
Contents
Summary 41
Diversity Breakdown of Force per Employee Type 43
Diversity Breakdown by Rank/Grade 48
Ethnicity & Gender by LPU/Department 53
Reference DefinitionsBME Black, Mixed & Ethnic MinoritiesLPUs Local Policing UnitsNo of Employees The number of employeesDeclared Those employees declared personal informationNot Declared Those employees that chose not to declare personal informationSenior Officers Police Officers that are within the rank of Chief Constable to SuperintendentsManagement Employees that are within pay grades of Chief Officers M Band and Band E's% The percentage of employees.
Click here for link to compare WMP data to the West Midlands census demographic data:http://www.ons.gov.uk/ons/release-calendar/index.html
West Midlands PoliceDiversity Analysis
46
Summary Information
1 - Currently West Midlands Police headcount is 11,795. The headcount has decreased by516 (4.19%) since December 2012. Of the 11,795 employees, 7378 (62.55%) are PoliceOfficers, 3319 (28.14%) are Police Staff, 657 (5.57%) are PCSO's and 441 (3.74%) areSpecial Constables. Since December 2012 Police Officers have decreased by 323 (4.02%),Police Staff by 73 (2.15%), PCSO's by 44 (6.27%) and Special Constables by 76 (14.70%).
2 -The Black Minority Ethnic (BME) population has decreased over the period by 0.04%from 9.84% in December 2012 to 9.80% at the end of December 2013. Police Officer BMEstrength is 623 which equates to 8.44% has decreased by 0.10% from 8.34% last year.Amongst the Forces's 10 Local Policing Units (LPU's) Birmingham West and Central LPUhas the largest % population of Officers from a BME background at 15.92%, this is anincrease of 0.02% from 15.90% in 2012.
3 -The female population of Police Officers currently stands at 31.05% showing an increaseof 0.25% from 30.80% in December 2012. Police Staff female population is 63.45% adecrease of 0.08% from December 2012 (63.53%). The PCSO female population currentlyis 49.62% and shows little change from December 2013 (49.60%).
4 - The largest population group of Police Officers falls into the age group of 31-40 whichaccounts for 42.67% of our Police Officers. This is an increase from December 2012 wherethe same age group represents 41.42% of Police Officers. Currently the average PoliceOfficer age is 39. Police Staff fall into the 41-50 age group which accounts for 31.06% ofPolice Staff, the same age group recorded the highest number of Police Staff in asDecember 2012 with 31.72%. The average Police Staff age currently stands at 43. Thelargest population group of PCSO's fall into the 31-40 age category accounting for 26.18%of PCSO's population, in comparison to December 2012 this has decreased by 0.07% from26.25%. The average age of a PCSO currently is 37.
5 -54.96% of the Workforce have declared their Religion/Belief, which has decreased by0.56% from 55.52% from December 2012. Sexual Orientation has been declared by52.56% of WMP Workforce, a decrease of 0.56% from 53.12% in December 2012.
6 - During the last twelve months January 2013 to December 2013, 402 individuals havetaken maternity leave which breaks down as 266 Police Officers, 101 Police staff and 35PCSO’s. There have been 260 colleagues taking paternity leave during this period. A further9 Police Officers, 2 Police Staff and 1 PCSO have taken Adoption leave during 2013.
7 - There are two Police Officers that have declared their Transgender identity.
West Midlands PoliceDiversity Analysis
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0.0
0%
10
0.0
0%
10
0.0
0%
10
0.0
0%
10
0.0
0%
Gra
nd
To
tal
% B
y E
mp
Ty
pe
Se
p-1
1
De
c-1
1
De
c-1
2
De
c-1
3
Mix
ed
No
t S
tate
d
An
y O
the
r
Ch
ine
se
TO
TA
L
De
c-1
4
Ge
nd
er
Em
p T
yp
e
Em
p T
yp
e
Se
p-1
0
Ap
r-11
Ap
r-1
0
Se
p-0
9
Em
p T
yp
e
Eth
nic
ity
De
c-1
5
Mo
nth
(a
ll e
mp
loy
ee
ty
pe
s)
Bla
ck
or
Bla
ck
Bri
tis
h
Gra
nd
To
tal
Wh
ite
or
Wh
ite
Bri
tis
h
As
ian
or
As
ian
Bri
tis
h
Eth
nic
ity (
De
c 2
01
5)
Eth
nic
Bre
ak
do
wn
of
Fo
rce
6.60%
1.89%
1.83%
0.06%
0.17%
0.41%
6.08%
1.75%
1.69%
0.15%
6.12%
1.84%
1.68%
0.12%
6.10%
1.88%
1.65%
0.07%
0.12%
0.49%
6.11%
1.91%
1.64%
0.14%
6.06%
1.89%
1.63%
0.13%
1.83%
1.55%
0.12%
5.75%
1.81%
1.52%
0.08%
0.12%
0.51%
5.75%
1.81%
1.52%
0.08%
0.12%
0.51%
0.06%
2.64%
6.08%
1.85%
1.68%
0.08%
0.12%
1.25%
0.07%
0.52%
0.00%
0.50%
0.07%
0.51%
5.80%
0.08%
0.48%
0%
1%
2%
3%
4%
5%
6%
7%
Asia
n o
r A
sia
n B
ritish
Bla
ck o
r B
lack B
ritish
Mix
ed
Ch
ine
se
An
y O
the
rN
ot
Sta
ted
Eth
nic
ity
De
c-1
5D
ec-1
4D
ec-1
3D
ec-1
2D
ec-1
1S
ep
-11
Ap
r-11
Se
p-1
0A
pr-
10
Se
p-0
9
West Midlands PoliceDiversity Analysis
48D
ivers
ity D
eta
ils
Head
lin
e D
ata
Bre
ak
do
wn
of
Fo
rce
by
Ge
nd
er
Po
lic
e O
ffic
ers
Po
lic
e S
taff
PC
SO
sS
pe
cia
l
Co
ns
tab
leD
ec
-15
De
c-1
4D
ec
-13
De
c-1
2D
ec
-11
Se
p-1
1A
pr-
11
Se
p-1
0A
pr-
10
Se
p-0
9
Ma
le6
8.5
5%
36
.51
%5
0.8
2%
80
.27
%5
8.6
4%
58
.54
%5
8.9
6%
59
.28
%5
9.4
8%
59
.57
%5
9.4
1%
59
.37
%5
9.4
3%
59
.43
%
Fe
ma
le3
1.4
5%
63
.49
%4
9.1
8%
19
.73
%4
1.3
6%
41
.46
%4
1.0
4%
40
.72
%4
0.5
2%
40
.43
%4
0.5
9%
40
.63
%4
0.5
7%
40
.57
%
Gra
nd
To
tal
10
0.0
0%
10
0.0
0%
10
0.0
0%
10
0.0
0%
10
0.0
0%
10
0.0
0%
10
0.0
0%
10
0.0
0%
10
0.0
0%
10
0.0
0%
10
0.0
0%
10
0.0
0%
10
0.0
0%
10
0.0
0%
Bre
ak
do
wn
of
Fo
rce
by
Em
p T
yp
e
Po
lic
e O
ffic
ers
Po
lic
e S
taff
PC
SO
sS
pe
cia
l
Co
ns
tab
leD
ec
-15
De
c-1
4D
ec
-13
De
c-1
2D
ec
-11
Se
p-1
1A
pr-
11
Se
p-1
0A
pr-
10
Se
p-0
9
No
of
Em
plo
ye
es
54
11
02
31
69
18
32
01
22
32
16
22
02
28
26
32
74
27
5
%0
.77
%3
.41
%0
.37
%1
.00
%1
.87
%1
.58
%1
.70
%1
.81
%1
.68
%1
.69
%1
.69
%1
.84
%1
.89
%1
.87
%
69
82
32
24
54
72
99
11
05
211
60
111
79
51
23
11
12
89
51
30
14
13
49
21
42
69
14
50
21
46
84
Bre
ak
do
wn
of
Fo
rce
by
Ag
e
Un
de
r 1
80
.01
%0
.01
%0
.01
%0
.01
%0
.01
%0
.05
%
18
- 2
00
.17
%0
.19
%0
.04
%0
.11
%0
.41
%0
.46
%0
.85
%1
.10
%1
.25
%1
.48
%
21
- 2
53
.19
%3
.47
%3
.65
%4
.84
%6
.65
%7
.15
%8
.06
%8
.56
%9
.21
%1
0.0
5%
26
- 3
09
.49
%11
.21
%1
3.0
0%
14
.81
%1
6.1
1%
16
.43
%1
6.7
2%
16
.41
%1
6.5
6%
16
.69
%
31
- 4
03
5.4
3%
35
.16
%3
5.2
8%
34
.38
%3
3.7
7%
33
.66
%3
2.8
3%
31
.30
%3
0.8
2%
30
.44
%
41
- 5
03
5.9
6%
35
.38
%3
4.6
6%
33
.42
%3
1.9
1%
31
.54
%3
0.2
9%
29
.34
%2
8.9
6%
28
.47
%
51
- 6
01
3.8
6%
12
.77
%11
.94
%11
.18
%1
0.0
3%
9.6
8%
9.8
8%
11
.18
%11
.07
%1
0.7
4%
61
- 6
51
.57
%1
.46
%1
.20
%1
.10
%0
.97
%0
.95
%1
.19
%1
.70
%1
.72
%1
.74
%
Ov
er
65
0.3
3%
0.3
5%
0.2
3%
0.1
6%
0.1
5%
0.1
2%
0.1
8%
0.4
1%
0.4
0%
0.3
3%
Gra
nd
To
tal
10
0.0
0%
10
0.0
0%
10
0.0
0%
10
0.0
0%
10
0.0
0%
10
0.0
0%
10
0.0
0%
10
0.0
0%
10
0.0
0%
10
0.0
0%
Se
p-1
0
Dis
ab
ilit
y
De
c-1
2D
ec
-13
De
c-1
4
Mo
nth
(a
ll e
mp
loy
ee
ty
pe
s)
Mo
nth
(a
ll e
mp
loy
ee
ty
pe
s)
De
c-1
5
Em
p T
yp
e
Se
p-1
1D
ec
-11
Ag
e G
rou
pA
pr-
11
Em
p T
yp
e
Gra
nd
To
tal
Mo
nth
(a
ll e
mp
loy
ee
ty
pe
s)
Ye
s
Ge
nd
er
Se
p-0
9A
pr-
10
Gen
der
Bre
akd
ow
n o
f F
orc
e
58.64%
58.54%
58.96%
59.28%
59.48%
59.57%
59.41%
59.37%
59.43%
59.43%
41.36%
41.46%
41.04%
40.72%
40.52%
40.43%
40.59%
40.63%
40.57%
40.57%
10%
30%
50%
70%
Dec-1
5D
ec-1
4D
ec-1
3D
ec-1
2D
ec-1
1S
ep-1
1A
pr-
11
Sep-1
0A
pr-
10
Sep-0
9
Month
(all
em
plo
yee types)
Male
Fem
ale
Perc
en
tag
e o
f F
orc
e w
ith
a D
isab
ilit
y
1.8
7%
1.5
8%
1.7
0%
1.8
1%
1.6
8%
1.6
9%
1.6
9%
1.8
4%
1.8
9%
1.8
7%
1.0
0%
1.5
0%
2.0
0%
Dec-1
5D
ec-1
4D
ec-1
3D
ec-1
2D
ec-1
1S
ep-1
1A
pr-
11
Sep-1
0A
pr-
10
Sep-0
9
Month
(all
em
plo
yee types)
West Midlands PoliceDiversity Analysis
49
Div
ers
ity D
eta
ils
Head
lin
e D
ata
Bre
ak
do
wn
of
Fo
rce
by
Ag
e
No
%N
o%
No
%N
o%
No
%
Un
de
r 1
80
.00
%
18
- 2
02
0.0
3%
14
0.4
3%
10
.18
%2
0.6
7%
19
0.1
7%
21
- 2
59
71
.39
%1
76
5.4
6%
27
4.9
4%
53
17
.73
%3
53
3.1
9%
26
- 3
05
66
8.1
1%
32
31
0.0
2%
95
17
.37
%6
52
1.7
4%
10
49
9.4
9%
31
- 4
02
93
24
1.9
9%
73
42
2.7
7%
17
03
1.0
8%
80
26
.76
%3
91
63
5.4
3%
41
- 5
02
83
24
0.5
6%
92
72
8.7
5%
14
62
6.6
9%
69
23
.08
%3
97
43
5.9
6%
51
- 6
05
42
7.7
6%
87
22
7.0
5%
99
18
.10
%1
96
.35
%1
53
21
3.8
6%
61
- 6
59
0.1
3%
14
74
.56
%8
1.4
6%
93
.01
%1
73
1.5
7%
Ov
er
65
20
.03
%3
10
.96
%1
0.1
8%
20
.67
%3
60
.33
%
Gra
nd
To
tal
69
82
10
0.0
0%
32
24
10
0.0
0%
54
71
00
.00
%2
99
10
0.0
0%
11
05
21
00
.00
%
Ag
e G
rou
pP
oli
ce
Sta
ffD
ec
-15
Sp
ec
ial
Co
ns
tab
leP
oli
ce
Off
ice
rsP
CS
Os
Mo
nth
(a
ll e
mp
s)
Em
p T
yp
e
Ag
e B
rea
kd
ow
n o
f F
orc
e
0.00%
0.01%
0.01%
0.01%
0.01%
0.01%
0.05%
0.17%
0.19%
0.04%
0.11%
0.41%
0.46%
0.85%
1.10%
1.25%
1.48%
3.19%
3.47%
3.65%
4.84%
6.65%
7.15%
8.06%
8.56%
9.21%
10.05%
9.49%
11.21%
13.00%
14.81%
16.11%
16.43%
16.72%
16.41%
16.56%
16.69%
35.43%
35.16%
35.28%
34.38%
33.77%
33.66%
32.83%
31.30%
30.82%
30.44%
35.96%
35.38%
34.66%
33.42%
31.91%
31.54%
30.29%
29.34%
28.96%
28.47%
13.86%
12.77%
11.94%
11.18%
10.03%
9.68%
9.88%
11.18%
11.07%
10.74%
1.57%
1.46%
1.20%
1.10%
0.97%
0.95%
1.19%
1.70%
1.72%
1.74%
0.33%
0.35%
0.23%
0.16%
0.15%
0.12%
0.18%
0.41%
0.40%
0.33%
0%
5%
10%
15%
20%
25%
30%
35%
40%
Dec-1
5D
ec-1
4D
ec-1
3D
ec-1
2D
ec-1
1S
ep-1
1A
pr-
11
Sep-1
0A
pr-
10
Sep-0
9
Mo
nth
Under
18
18 -
20
21 -
25
26 -
30
31 -
40
41 -
50
51 -
60
61 -
65
Over
65
West Midlands PoliceDiversity Analysis
50D
ivers
ity D
eta
ils
Head
lin
e D
ata
Bre
akd
ow
n o
f F
orc
e b
y R
elig
ion
Po
lice O
ffic
ers
Po
lice S
taff
PC
SO
sS
pecia
l
Co
nsta
ble
Dec-1
5D
ec-1
4D
ec-1
3D
ec-1
2D
ec-1
1S
ep
-11
Ap
r-11
Sep
-10
Ap
r-10
Sep
-09
Bah
a'i
01
12
22
2
Bu
dd
his
t24
41
29
0.2
6%
29
30
35
37
39
40
40
38
41
42
Ch
risti
an
2587
1045
154
30
3816
34.5
3%
3816
4064
4185
4429
4676
4731
4920
5369
5507
5667
Hin
du
28
29
13
61
0.5
5%
61
62
60
67
70
73
77
81
85
85
Jain
13
215
0.1
4%
15
18
20
22
24
24
25
29
30
31
Jew
ish
88
0.0
7%
89
10
11
12
12
13
15
16
21
Mu
slim
85
30
12
4131
1.1
9%
131
134
128
132
142
141
145
148
148
153
No
Relig
ion
976
327
67
15
1385
12.5
3%
1385
1467
1475
1547
1642
1647
1679
1747
1776
1821
No
t S
tate
d2174
1435
270
232
4111
37.2
0%
4111
4229
4240
4345
4455
4496
4680
4812
4819
4732
Oth
er
251
79
13
8351
3.1
8%
351
360
368
380
406
408
417
440
453
462
Pre
fer
no
t to
say
712
211
21
4948
8.5
8%
948
1029
1072
11
31
1203
1210
1255
1343
1378
1413
Rasta
fari
an
44
0.0
4%
44
44
67
89
10
11
Sh
into
33
0.0
3%
33
33
34
44
55
Sik
h11
362
92
186
1.6
8%
186
188
190
198
210
212
218
221
221
227
Tao
ist
22
0.0
2%
22
22
23
44
45
Zo
roastr
ian
22
0.0
2%
22
33
45
57
77
Gra
nd
To
tal
6982
3224
547
299
11052
100.0
0%
11052
11601
11795
12311
12895
13014
13492
14269
14502
14684
Decla
red
Relig
ion
or
Belief
4096
1578
256
63
5993
5993
6343
6483
6835
7237
7308
7557
811
48305
8539
% D
ecla
red
Relig
ion
or
Belief
58.6
7%
48.9
5%
46.8
0%
21.0
7%
54.2
3%
54.2
3%
54.6
8%
54.9
6%
55.5
2%
56.1
2%
56.1
5%
56.0
1%
56.8
6%
57.2
7%
58.1
5%
No
t D
ecla
red
Relig
ion
or
Belief
2886
1646
291
236
5059
5059
5258
5312
5476
5658
5706
5935
6155
6197
6145
% N
ot
Decla
red
Relig
ion
or
Belief
41.3
3%
51.0
5%
53.2
0%
78.9
3%
45.7
7%
45.7
7%
45.3
2%
45.0
4%
44.4
8%
43.8
8%
43.8
5%
43.9
9%
43.1
4%
42.7
3%
41.8
5%
Bre
akd
ow
n o
f F
orc
e b
y S
exu
al O
rien
tati
on
Po
lice O
ffic
ers
Po
lice S
taff
PC
SO
sS
pecia
l
Co
nsta
ble
Dec-1
5D
ec-1
4D
ec-1
3D
ec-1
2D
ec-1
1S
ep
-11
Ap
r-11
Sep
-10
Ap
r-10
Sep
-09
Bi-
sexu
al
32
51
240
40
41
37
42
47
47
46
47
49
52
Gay / L
esb
ian
126
28
11
2167
167
160
151
161
172
171
177
187
189
190
Hete
rosexu
al
3909
1420
225
51
5605
5605
5886
6009
6334
6692
6755
6983
7492
7652
7848
No
t S
tate
d2084
1447
268
234
4033
4033
4206
4250
4354
4457
4500
4684
4817
4829
4746
Oth
er
12
33
22
2
Pre
fer
no
t to
say
830
322
42
10
1204
1204
1306
1346
1418
1527
1541
1602
1726
1783
1848
Gra
nd
To
tal
6982
3224
547
299
11052
11052
11601
11795
12311
12895
13014
13492
14269
14502
14684
Decla
red
Sexu
al O
rien
tati
on
4068
1455
237
55
5815
5815
6089
6199
6539
69
11
6973
7206
7726
7890
8090
% D
ecla
red
Sexu
al O
rien
tati
on
58.2
6%
45.1
3%
43.3
3%
18.3
9%
52.6
1%
52.6
1%
52.4
9%
52.5
6%
53.1
2%
53.5
9%
53.5
8%
53.4
1%
54.1
5%
54.4
1%
55.0
9%
No
t D
ecla
red
Sexu
al O
rien
tati
on
2914
1769
310
244
5237
5237
5512
5596
5772
5984
6041
6286
6543
6612
6594
% N
ot
Decla
red
Sexu
al O
rien
tati
on
41.7
4%
54.8
7%
56.6
7%
81.6
1%
47.3
9%
47.3
9%
47.5
1%
47.4
4%
46.8
8%
46.4
1%
46.4
2%
46.5
9%
45.8
5%
45.5
9%
44.9
1%
Bre
akd
ow
n o
f F
orc
e b
y M
ari
tal S
tatu
s
Po
lice O
ffic
ers
Po
lice S
taff
PC
SO
sS
pecia
l
Co
nsta
ble
Dec-1
5D
ec-1
4D
ec-1
3D
ec-1
2D
ec-1
1S
ep
-11
Sexu
al O
rien
tati
on
Em
p T
yp
e
To
tal
To
tal
To
tal
Em
p T
yp
e
Em
p T
yp
e
Mari
tal S
tatu
s
Relig
ion
or
Belief
Mo
nth
(all e
mp
loyee t
yp
es)
Mo
nth
(all e
mp
loyee t
yp
es)
Mo
nth
(all e
mp
loyee t
yp
es)
%
Ag
e B
rea
kd
ow
n o
f F
orc
e
0.0
0%
5.0
0%
10
.00
%
15
.00
%
20
.00
%
25
.00
%
30
.00
%
35
.00
%
40
.00
%
Dec-1
5D
ec-1
4D
ec-1
3D
ec-1
2D
ec-1
1Sep-1
1A
pr-
11
Sep-1
0A
pr-
10
Sep-0
9
Over
65
61
-
65
51
-
60
41
-
50
31
-
40
26
-
30
21
-
25
Da
ta a
s o
f 4
th J
an
ua
ry 2
01
6P
ag
e 5
of
??
Co
py o
f D
ive
rsity A
na
lysis
Re
po
rt J
an
ua
ry 2
01
6 v
3.x
ls
Ja
nu
ary
20
16
KB
Civ
il P
art
ners
hip
49
83
161
61
72
70
69
54
55
Dis
so
lved
Civ
il P
art
ners
hip
32
55
42
12
1
Div
orc
ed
324
199
27
5555
555
578
590
611
617
619
Leg
ally S
ep
ara
ted
41
55
66
47
7
Liv
ing
To
geth
er/
Co
-hab
itee
559
196
57
21
833
833
842
860
904
969
975
Marr
ied
3980
1668
219
93
5960
5960
6192
6276
6466
6448
6496
Sep
ara
ted
195
64
21
1281
281
302
289
289
336
344
Sin
gle
1823
897
194
141
3055
3055
3330
3595
3910
4424
4464
Wid
ow
ed
829
340
40
40
35
42
37
38
No
t sta
ted
37
160
23
37
257
257
235
72
15
115
Gra
nd
To
tal
6982
3224
547
299
11052
11052
11601
11795
12311
12895
13014
West Midlands PoliceDiversity Analysis
51
Div
ers
ity
De
tail
s
He
ad
lin
e D
ata
Ma
tern
ity,
Pa
tern
ity
an
d A
do
pti
on
le
av
e t
ak
en
du
rin
g 2
01
5 (
Ja
nu
ary
to
De
ce
mb
er)
Po
lic
e O
ffic
ers
Po
lic
e O
ffic
ers
%P
oli
ce
Sta
ffP
oli
ce
Sta
ff %
PC
SO
sP
CS
Os
%P
oli
ce
Off
ice
rsP
oli
ce
Off
ice
rs %
Po
lic
e S
taff
Po
lic
e S
taff
%P
CS
Os
PC
SO
s %
Bir
min
gh
am
Ea
st
LP
U1
02
.34
%2
4.4
4%
12
55
52
45
.61
%2
4
Bir
min
gh
am
No
rth
LP
U4
1.5
7%
12
.56
%5
32
19
3.5
4%
25
.13
%11
Bir
min
gh
am
So
uth
LP
U5
1.4
8%
24
.26
%7
43
91
02
.96
%1
0
Bir
min
gh
am
We
st
an
d C
en
tra
l L
PU
12
1.9
9%
11
.37
%1
36
92
22
3.6
4%
45
.48
%2
6
Bu
sin
es
s T
ran
sfo
rma
tio
n1
1.9
6%
15
29
12
.22
%1
Co
rpo
rate
Co
mm
un
ica
tio
ns
37
.32
%3
39
71
1.9
6%
1
Co
un
ter
Te
rro
ris
m U
nit
31
.02
%5
2.5
6%
84
81
30
.96
%3
Co
ve
ntr
y L
PU
81
.80
%6
8.1
1%
14
29
21
2.4
4%
1
Cri
min
al
Ju
sti
ce
Se
rvic
es
10
.72
%7
1.7
3%
84
48
31
.02
%1
0.5
1%
4
DC
C T
as
k F
orc
e1
7.6
9%
14
45
16
3.6
0%
22
.70
%1
8
Du
dle
y L
PU
72
.32
%7
42
.88
%7
1.7
3%
11
Fin
an
ce
an
d S
ha
red
Se
rvic
es
72
.11
%7
14
4.6
4%
48
.00
%1
8
Fo
rce
CID
81
.40
%1
0.9
8%
93
0.9
1%
3
Fo
rce
Co
nta
ct
42
.12
%3
0.4
0%
73
05
23
4.0
3%
10
.98
%2
4
Fo
ren
sic
Se
rvic
es
21
.15
%2
52
.65
%1
0.1
3%
6
Hu
ma
n R
es
ou
rce
s2
2.9
4%
26
91
27
.69
%2
1.1
5%
4
Info
rma
tio
n M
an
ag
em
en
t8
5.3
3%
83
02
51
.55
%3
1.6
2%
8
Inte
llig
en
ce
10
.31
%4
2.1
6%
51
1.0
5%
1
Le
ga
l S
erv
ice
s1
5.5
6%
12
63
.08
%1
3.8
5%
7
Op
era
tio
ns
30
.83
%3
38
01
64
.44
%1
2.3
3%
17
Pu
bli
c P
rote
cti
on
34
4.7
2%
23
.51
%3
67
911
1.5
3%
11
Re
gio
na
l O
rga
nis
ed
Cri
me
Un
it2
3.8
5%
15
.56
%3
35
.77
%1
5.5
6%
4
Sa
nd
we
ll L
PU
61
.50
%2
3.7
0%
81
00
14
3.5
1%
14
So
lih
ull
LP
U7
2.8
2%
13
.45
%8
14
5.6
5%
14
Wa
lsa
ll L
PU
82
.24
%8
44
76
1.6
8%
12
.22
%7
Wo
lve
rha
mp
ton
LP
U5
1.1
6%
33
.90
%8
22
22
5.1
2%
11
.30
%2
3
Gra
nd
To
tal
12
91
.85
%4
71
.46
%1
83
.29
%1
94
23
13
.31
%2
60
.81
%1
42
.56
%2
71
% s
ho
wn
is p
erc
en
tag
e o
f L
PU
/de
pa
rtm
en
tal str
en
gth
% s
ho
wn
is p
erc
en
tag
e o
f L
PU
/de
pa
rtm
en
tal str
en
gth
Po
lic
e O
ffic
ers
Po
lic
e O
ffic
ers
%P
oli
ce
Sta
ffP
oli
ce
Sta
ff %
PC
SO
PC
SO
%P
oli
ce
Off
ice
rsP
oli
ce
Off
ice
rs %
Po
lic
e S
taff
Po
lic
e S
taff
%P
CS
Os
PC
SO
s %
Bir
min
gh
am
We
st
an
d C
en
tra
l L
PU
20
.33
%1
8.3
3%
31
0.1
3%
1
Bu
sin
es
s T
ran
sfo
rma
tio
n1
1.9
6%
11
5.5
6%
1
Cri
min
al
Ju
sti
ce
Se
rvic
es
10
.25
%1
10
.28
%1
Fo
rce
Co
nta
ct
21
.06
%1
0.1
3%
32
0.2
8%
2
Inte
llig
en
ce
10
.31
%1
20
.47
%2
Pu
bli
c P
rote
cti
on
10
.14
%1
50
.07
%2
0.0
6%
7
Wa
lsa
ll L
PU
10
.28
%1
Gra
nd
To
tal
70
.10
%4
0.1
2%
11
% s
ho
wn
is p
erc
en
tag
e o
f L
PU
/de
pa
rtm
en
tal str
en
gth
% s
ho
wn
is p
erc
en
tag
e o
f L
PU
/de
pa
rtm
en
tal str
en
gth
Fo
rce
Co
nta
ct
Le
ga
l S
erv
ice
s
Ad
op
tio
n L
ea
ve
LP
U/D
ep
tL
PU
/DE
PT
Pa
ren
tal
Le
av
eTo
tal
Op
era
tio
ns
Pu
bli
c P
rote
cti
on
Wo
lve
rha
mp
ton
LP
U
Gra
nd
To
tal
To
tal
LP
U/D
ep
tTo
tal
Ma
tern
ity
Le
av
e
Sa
nd
we
ll L
PU
Co
ve
ntr
y L
PU
Wo
lve
rha
mp
ton
LP
U
So
lih
ull
LP
U
Re
gio
na
l O
rga
nis
ed
Cri
me
Un
it
Op
era
tio
ns
Fin
an
ce
an
d S
ha
red
Se
rvic
es
Fo
rce
CID
Wa
lsa
ll L
PU
Fo
rce
Co
nta
ct
Inte
llig
en
ce
Le
arn
ing
an
d D
ev
elo
pm
en
t
Bir
min
gh
am
We
st
an
d C
en
tra
l L
PU
Bir
min
gh
am
Ea
st
LP
U
Cri
min
al
Ju
sti
ce
Se
rvic
es
To
tal
Bir
min
gh
am
So
uth
LP
U
Co
un
ter
Te
rro
ris
m U
nit
Bu
sin
es
s T
ran
sfo
rma
tio
n
Du
dle
y L
PU
Bir
min
gh
am
No
rth
LP
U
Co
rpo
rate
Co
mm
un
ica
tio
ns
As
so
cia
tio
ns
Gra
nd
To
tal
Fo
ren
sic
Se
rvic
es
Mo
torw
ay
Po
lic
ing
Pu
bli
c P
rote
cti
on
LP
U/D
EP
TP
ate
rnit
y L
ea
ve
Co
rpo
rate
As
se
t M
an
ag
em
en
t
West Midlands PoliceDiversity Analysis
52
Div
ers
ity D
eta
ils
Div
ers
ity b
y R
an
k G
rad
e
Po
lic
e O
ffic
ers
by
Ra
nk
, G
en
de
r a
nd
BM
E
No
%N
o%
No
%N
o%
No
%N
o%
No
%N
o%
No
%N
o%
No
%N
o%
No
%N
o%
AC
PO
58
3.3
3%
11
6.6
7%
6
Ch
Su
pt
15
65
.22
%7
30
.43
%1
4.3
5%
23
Su
pt
23
63
.89
%1
02
7.7
8%
25
.56
%1
2.7
8%
36
Ch
In
sp
53
70
.67
%1
62
1.3
3%
22
.67
%2
2.6
7%
11
.33
%1
1.3
3%
75
Ins
p1
90
65
.74
%7
22
4.9
1%
14
4.8
4%
10
.35
%5
1.7
3%
20
.69
%2
0.6
9%
20
.69
%1
0.3
5%
28
9
Sg
t6
99
67
.54
%2
42
23
.38
%4
64
.44
%1
00
.97
%1
21
.16
%1
0.1
0%
15
1.4
5%
80
.77
%1
0.1
0%
10
.10
%1
03
5
Co
n3
34
46
0.6
0%
16
63
30
.14
%2
13
3.8
6%
79
1.4
3%
54
0.9
8%
26
0.4
7%
65
1.1
8%
41
0.7
4%
15
0.2
7%
80
.14
%4
0.0
7%
30
.05
%3
0.0
5%
55
18
Gra
nd
To
tal
43
29
62
.00
%2
011
28
.80
%2
77
3.9
7%
92
1.3
2%
74
1.0
6%
29
0.4
2%
83
1.1
9%
51
0.7
3%
16
0.2
3%
10
0.1
4%
40
.06
%3
0.0
4%
30
.04
%0
0.0
0%
69
82
Po
lic
e O
ffic
ers
by
Ra
nk
an
d G
en
de
r
No
%N
o%
De
c-1
4D
ec
-13
De
c-1
2D
ec
-11
Se
p-1
1A
pr-
11
Se
p-1
0A
pr-
10
Se
p-0
9
AC
PO
58
3.3
3%
11
6.6
7%
61
6.6
7%
28
.57
%1
4.2
9%
14
.29
%2
0.0
0%
16
.67
%3
3.3
3%
28
.57
%
Ch
Su
pt
16
69
.57
%7
30
.43
%2
32
7.2
7%
18
.75
%2
0.0
0%
18
.18
%1
7.3
9%
14
.81
%1
3.7
9%
13
.33
%9
.38
%
Su
pt
26
72
.22
%1
02
7.7
8%
36
20
.00
%3
0.0
0%
29
.27
%1
7.5
0%
18
.42
%1
7.5
0%
9.7
6%
13
.64
%1
3.0
4%
Ch
In
sp
57
76
.00
%1
82
4.0
0%
75
28
.95
%2
0.2
7%
17
.11
%1
9.7
2%
19
.44
%1
8.3
1%
21
.69
%2
0.2
4%
26
.56
%
Ins
p2
11
73
.01
%7
82
6.9
9%
28
92
5.7
3%
25
.81
%2
3.7
3%
22
.93
%2
2.1
2%
20
.78
%1
8.2
4%
17
.90
%1
7.6
5%
Sg
t7
73
74
.69
%2
62
25
.31
%1
03
52
5.4
5%
24
.85
%2
5.0
0%
23
.39
%2
3.2
6%
23
.29
%2
2.5
5%
22
.09
%2
1.6
0%
Co
n3
69
86
7.0
2%
18
20
32
.98
%5
51
83
2.7
9%
32
.54
%3
2.3
9%
32
.52
%3
2.4
1%
32
.28
%3
1.6
5%
31
.34
%3
1.2
5%
Gra
nd
To
tal
47
86
68
.55
%2
19
63
1.4
5%
69
82
31
.26
%3
1.0
5%
30
.80
%3
0.6
5%
30
.50
%3
0.3
2%
30
.32
%2
9.3
2%
29
.14
%
AC
PO
0.0
5%
AC
PO
0.0
0%
Ch
Su
pt
0.3
2%
Ch
Su
pt
0.1
6%
Su
pt
0.4
6%
Su
pt
0.4
9%
Ch
In
sp
0.8
2%
Ch
In
sp
0.9
7%
Ins
p3
.55
%In
sp
4.2
2%
Sg
t11
.93
%S
gt
14
.94
%
Co
n8
2.8
8%
Co
n7
9.2
2%
Po
lic
e O
ffic
ers
by
Ra
nk
an
d B
ME
No
%N
o%
No
%N
o%
No
%N
o%
No
%D
ec
-14
De
c-1
3D
ec
-12
De
c-1
1S
ep
-11
Ap
r-11
Se
p-1
0A
pr-
10
Se
p-0
9
AC
PO
61
00
.00
%6
00
.00
%1
5.2
2%
13
.11
%
Ch
Su
pt
22
95
.65
%1
4.3
5%
23
14
.35
%4
.55
%6
.25
%5
.00
%4
.55
%4
.17
%3
.57
%3
.59
%3
.24
%3
.04
%
Su
pt
33
91
.67
%2
5.5
6%
12
.78
%3
63
8.3
3%
8.5
7%
13
.33
%1
2.2
0%
12
.50
%1
2.8
2%
12
.20
%1
2.2
5%
8.9
2%
8.5
4%
Ch
In
sp
69
92
.00
%4
5.3
3%
11
.33
%1
1.3
3%
75
68
.00
%7
.89
%9
.46
%1
0.5
3%
8.4
5%
8.2
2%
8.3
9%
8.3
4%
8.2
4%
7.7
0%
Ins
p2
62
90
.66
%1
55
.19
%7
2.4
2%
41
.38
%1
0.3
5%
28
92
69
.00
%7
.82
%6
.09
%6
.44
%7
.64
%7
.76
%8
.43
%8
.41
%7
.37
%7
.65
%
Sg
t9
41
90
.92
%5
65
.41
%1
31
.26
%2
32
.22
%2
0.1
9%
10
35
92
8.8
9%
8.2
9%
7.8
9%
7.6
4%
7.6
2%
7.5
7%
7.2
9%
7.2
5%
6.8
7%
6.6
6%
Co
n5
00
79
0.7
4%
29
25
.29
%8
01
.45
%1
06
1.9
2%
23
0.4
2%
70
.13
%3
0.0
5%
55
18
48
88
.84
%8
.69
%8
.63
%8
.52
%8
.51
%8
.45
%8
.42
%8
.41
%8
.23
%8
.11
%
Gra
nd
To
tal
63
40
90
.80
%3
69
5.2
9%
10
31
.48
%1
34
1.9
2%
26
0.3
7%
70
.10
%3
0.0
4%
69
82
61
68
.82
%8
.56
%8
.44
%8
.34
%8
.35
%8
.31
%8
.27
%8
.25
%8
.01
%7
.89
%
Po
lic
e O
ffic
ers
by
Ra
nk
an
d D
isa
bil
ity
No
%N
o%
De
c-1
4D
ec
-13
De
c-1
2D
ec
-11
Se
p-1
1A
pr-
11
Se
p-1
0A
pr-
10
Se
p-0
9
AC
PO
61
00
.00
%6
Ch
Su
pt
23
10
0.0
0%
23
5.0
0%
Su
pt
36
10
0.0
0%
36
3.3
3%
2.5
0%
2.6
3%
2.5
0%
4.8
8%
4.5
5%
4.3
5%
Ch
In
sp
75
10
0.0
0%
75
Ins
p1
0.3
5%
28
89
9.6
5%
28
90
.65
%0
.72
%1
.02
%0
.64
%0
.93
%0
.97
%1
.18
%1
.14
%1
.28
%
Sg
t1
00
.97
%1
02
59
9.0
3%
10
35
1.1
4%
1.2
8%
1.3
6%
1.1
8%
1.1
6%
1.0
2%
0.9
9%
1.0
4%
0.8
4%
Co
n4
30
.78
%5
47
59
9.2
2%
55
18
0.7
4%
0.8
4%
0.8
9%
0.6
8%
0.7
0%
0.7
5%
0.7
8%
0.7
7%
0.6
9%
Gra
nd
To
tal
54
0.7
7%
69
28
99
.23
%6
98
20
.78
%0
.89
%0
.96
%0
.75
%0
.78
%0
.80
%0
.84
%0
.83
%0
.75
%
Po
lic
e O
ffic
ers
by
Ra
nk
an
d A
ge
De
c-1
5D
ec-1
4D
ec-1
3D
ec-1
2D
ec-1
1S
ep
-11
Ap
r-11
Se
p-1
0A
pr-
10
Se
p-0
9
No
%N
o%
No
%N
o%
No
%N
o%
No
%N
o%
To
tal
30
+ %
De
c-1
4D
ec
-13
De
c-1
2D
ec
-11
Se
p-1
1A
pr-
11
Se
p-1
0A
pr-
10
Se
p-0
9
AC
PO
46
6.6
7%
23
3.3
3%
61
00
.00
%1
00
.00
%1
00
.00
%1
00
.00
%1
00
.00
%1
00
.00
%1
00
.00
%1
00
.00
%1
00
.00
%1
00
.00
%
Ch
Su
pt
31
3.0
4%
19
82
.61
%1
4.3
5%
23
10
0.0
0%
10
0.0
0%
10
0.0
0%
10
0.0
0%
10
0.0
0%
10
0.0
0%
10
0.0
0%
10
0.0
0%
10
0.0
0%
10
0.0
0%
Su
pt
38
.33
%3
08
3.3
3%
38
.33
%3
61
00
.00
%1
00
.00
%1
00
.00
%1
00
.00
%1
00
.00
%1
00
.00
%1
00
.00
%1
00
.00
%1
00
.00
%1
00
.00
%
Ch
In
sp
12
16
.00
%6
08
0.0
0%
34
.00
%7
51
00
.00
%9
8.6
8%
10
0.0
0%
10
0.0
0%
10
0.0
0%
10
0.0
0%
10
0.0
0%
10
0.0
0%
10
0.0
0%
10
0.0
0%
Ins
p5
51
9.0
3%
20
37
0.2
4%
31
10
.73
%2
89
10
0.0
0%
94
.14
%1
00
.00
%1
00
.00
%1
00
.00
%1
00
.00
%1
00
.00
%1
00
.00
%9
9.4
3%
99
.49
%
Sg
t2
12
.03
%3
69
35
.65
%5
31
51
.30
%11
411
.01
%1
03
59
7.9
7%
96
.66
%9
9.4
1%
98
.36
%9
7.5
5%
97
.06
%9
6.1
6%
95
.31
%9
5.8
3%
94
.43
%
Co
n2
0.0
4%
97
1.7
6%
54
59
.88
%2
49
04
5.1
3%
19
85
35
.97
%3
88
7.0
3%
90
.16
%2
0.0
4%
55
18
88
.33
%8
5.8
7%
83
.44
%7
8.5
0%
74
.14
%7
2.8
6%
70
.43
%6
8.8
5%
67
.40
%6
5.8
5%
Gra
nd
To
tal
20
.03
%9
71
.39
%5
66
8.1
1%
29
32
41
.99
%2
83
24
0.5
6%
54
27
.76
%9
0.1
3%
20
.03
%6
98
29
0.4
8%
88
.09
%8
6.5
4%
82
.56
%7
8.8
2%
77
.71
%7
5.6
6%
74
.37
%7
3.0
5%
71
.77
%
De
c-1
55
1 -
60
Fe
ma
leM
ale
% B
ME
65
+
Ag
e R
an
ge
s
Gra
nd
To
tal
Ch
ine
se
Ma
leF
em
ale
Fe
ma
leM
ale
An
y O
the
r
Fe
ma
le
Ra
nk
Wh
ite
or
Wh
ite
Bri
tis
hA
sia
n o
r A
sia
n B
riti
sh
Ma
le
Fe
ma
leM
ale
No
t S
tate
dB
lac
k o
r B
lac
k B
riti
sh
Ra
nk
Fe
ma
leM
ale
Fe
ma
le
21
- 2
54
1 -
50
31
- 4
0
Ra
nk
18
- 2
0
Ra
nk
No
De
c-1
5
To
tal
Ye
s
No
t S
tate
d
To
tal
Eth
nic
ity
% B
ME
By
Ye
ar
% o
f P
oli
ce
Off
ice
r w
ith
a D
isa
bil
ity
No
of
Po
lic
e O
ffic
ers
Mo
re T
ha
n 3
0 y
rs o
ld
%
Mix
ed
26
- 3
0
An
y O
the
r
De
c-1
5
To
tal
BM
E
61
-65
Ch
ine
se
Ma
le
Wh
ite
or
Wh
ite
Bri
tis
hA
sia
n o
r A
sia
n B
riti
sh
De
c-1
5
To
tal
% o
f F
em
ale
s B
y M
on
thG
en
de
r
Fe
ma
le
Bla
ck
or
Bla
ck
Bri
tis
hM
ixe
d
Ma
le
Ra
nk
Dis
ab
ilit
y
Perc
en
tag
e o
f F
em
ale
Po
lice O
ffic
ers
in
each
Ran
k
16.6
7%
30.4
3%
27.7
8%
24.0
0%
26.9
9%
25.3
1%
32.9
8%
0.0
0%
5.0
0%
10.0
0%
15.0
0%
20.0
0%
25.0
0%
30.0
0%
35.0
0%
AC
PO
Ch S
upt
Supt
Ch Insp
Insp
Sgt
Con
Perc
en
tag
e o
f B
ME
Po
lice O
ffic
ers
in
each
Ran
k
0.0
0%
4.3
5%
8.3
3%
8.0
0%
9.0
0%
8.8
9%
8.8
4%
0.0
0%
2.0
0%
4.0
0%
6.0
0%
8.0
0%
10.0
0%
AC
PO
Ch S
upt
Supt
Ch Insp
Insp
Sgt
Con
West Midlands PoliceDiversity Analysis
53
Div
ers
ity
De
tail
s
Div
ers
ity
by
Ra
nk
Gra
de
AC
PO
0.0
9%
Ch
Su
pt
0.3
6%
Su
pt
0.5
7%
AC
PO
0.0
0%
Ch
In
sp
1.1
9%
Ch
Su
pt
0.0
0%
Ins
p4
.57
%S
up
t0
.00
%S
gt
16
.05
%C
h I
ns
p0
.00
%C
on
77
.16
%In
sp
1.8
5%
Sg
t1
8.5
2%
Co
n7
9.6
3%
Po
lic
e S
taff
by
Gra
de
, G
en
de
r a
nd
BM
E
No
%N
o%
No
%N
o%
No
%N
o%
No
%N
o%
No
%N
o%
No
%N
o%
No
%N
o%
Ch
ief
Off
ice
r2
50
.00
%1
25
.00
%1
25
.00
%4
M-B
an
d3
95
7.3
5%
26
38
.24
%1
1.4
7%
22
.94
%6
8
Ba
nd
-E5
94
6.0
9%
57
44
.53
%3
2.3
4%
53
.91
%2
1.5
6%
10
.78
%1
0.7
8%
12
8
Ba
nd
-D2
67
43
.41
%2
82
45
.85
%2
23
.58
%1
72
.76
%5
0.8
1%
11
1.7
9%
20
.33
%6
0.9
8%
10
.16
%2
0.3
3%
61
5
Ba
nd
-C4
04
29
.79
%7
56
55
.75
%3
52
.58
%8
86
.49
%7
0.5
2%
34
2.5
1%
60
.44
%1
51
.11
%3
0.2
2%
30
.22
%1
0.0
7%
40
.29
%1
35
6
Ba
nd
-B11
42
2.4
4%
29
75
8.4
6%
15
2.9
5%
49
9.6
5%
61
.18
%1
42
.76
%1
0.2
0%
50
.98
%3
0.5
9%
10
.20
%2
0.3
9%
10
.20
%5
08
Ba
nd
-A3
92
2.9
4%
10
26
0.0
0%
17
10
.00
%2
1.1
8%
31
.76
%2
1.1
8%
21
.18
%1
0.5
9%
10
.59
%1
0.5
9%
17
0
Lo
ca
l A
gre
em
en
t1
28
34
.13
%2
19
58
.40
%4
1.0
7%
82
.13
%2
0.5
3%
41
.07
%1
0.2
7%
82
.13
%1
0.2
7%
37
5
Gra
nd
To
tal
10
52
32
.63
%1
73
95
3.9
4%
80
2.4
8%
18
55
.74
%2
40
.74
%6
92
.14
%11
0.3
4%
37
1.1
5%
60
.19
%9
0.2
8%
20
.06
%6
0.1
9%
20
.06
%2
0.0
6%
32
24
Po
lic
e S
taff
by
Gra
de
an
d G
en
de
r
Ge
nd
er
% M
ale
Ge
nd
er
% F
em
ale
No
%N
o%
De
c-1
4D
ec
-13
De
c-1
2D
ec
-11
Se
p-1
1A
pr-
11
Se
p-1
0A
pr-
10
Se
p-0
9
Ch
ief
Off
ice
r3
75
.00
%1
25
.00
%4
33
.33
%3
3.3
3%
22
.22
%1
6.6
7%
16
.67
%1
6.6
7%
25
.00
%2
5.0
0%
25
.00
%
M-B
an
d3
95
7.3
5%
29
42
.65
%6
84
2.6
5%
39
.22
%2
9.6
3%
26
.19
%2
4.3
9%
25
.00
%2
2.9
2%
26
.00
%2
6.0
0%
Ba
nd
-E6
55
0.7
8%
63
49
.22
%1
28
51
.79
%5
0.0
0%
53
.10
%5
4.6
3%
54
.72
%5
5.7
7%
53
.21
%5
1.4
3%
51
.43
%
Ba
nd
-D2
97
48
.29
%3
18
51
.71
%6
15
50
.53
%4
7.4
6%
47
.76
%4
6.5
9%
46
.68
%4
5.5
4%
43
.92
%4
5.7
7%
45
.77
%
Ba
nd
-C4
56
33
.63
%9
00
66
.37
%1
35
66
5.8
0%
63
.38
%6
2.8
3%
60
.78
%6
0.9
4%
61
.05
%5
7.5
2%
60
.61
%6
0.6
1%
Ba
nd
-B1
37
26
.97
%3
71
73
.03
%5
08
74
.56
%7
4.7
7%
74
.72
%7
3.9
5%
74
.49
%7
2.8
1%
65
.79
%7
1.9
0%
71
.90
%
Ba
nd
-A4
42
5.8
8%
12
67
4.1
2%
17
07
3.0
8%
72
.49
%6
9.7
6%
67
.76
%6
8.5
6%
68
.62
%6
1.1
9%
67
.50
%6
7.5
0%
Lo
ca
l A
gre
em
en
t1
36
36
.27
%2
39
63
.73
%3
75
65
.73
%6
9.1
3%
69
.06
%7
0.6
1%
70
.22
%7
1.3
1%
35
.48
%3
5.4
8%
73
.76
%
Gra
nd
To
tal
11
77
36
.51
%2
04
76
3.4
9%
32
24
63
.53
%6
3.4
5%
63
.53
%6
3.0
8%
63
.15
%6
3.0
8%
63
.08
%6
2.8
0%
62
.80
%
Ch
ief
Off
ice
r0
.05
%C
hie
f O
ffic
er
0.4
6%
M-B
an
d1
.42
%M
-Ba
nd
0.6
9%
Ba
nd
-E3
.08
%B
an
d-E
2.7
7%
Ba
nd
-D1
5.5
3%
Ba
nd
-D1
5.2
4%
Ba
nd
-C4
3.9
7%
Ba
nd
-C4
5.2
7%
Ba
nd
-B1
8.1
2%
Ba
nd
-B2
2.4
0%
Ba
nd
-A6
.16
%B
an
d-A
6.7
0%
Lo
ca
l A
gre
em
e11
.68
%L
oc
al A
gre
em
e6
.47
%
To
Be
Co
nfi
rm#
RE
F!
To
Be
Co
nfi
rm#
RE
F!
Po
lic
e S
taff
by
Gra
de
an
d B
ME
No
%N
o%
No
%N
o%
No
%N
o%
No
%D
ec
-14
De
c-1
3D
ec
-12
De
c-1
1S
ep
-11
Ap
r-11
Se
p-1
0A
pr-
10
Se
p-0
9
Ch
ief
Off
ice
r2
50
.00
%1
25
.00
%1
25
.00
%4
25
0.0
0%
16
.67
%1
6.6
7%
11
.11
%1
6.6
7%
14
.29
%1
6.1
3%
14
.89
%2
1.7
4%
17
.65
%
M-B
an
d6
59
5.5
9%
11
.47
%2
2.9
4%
68
34
.41
%4
.41
%5
.88
%7
.41
%4
.76
%4
.76
%4
.50
%4
.37
%3
.87
%3
.94
%
Ba
nd
-E11
69
0.6
3%
86
.25
%2
1.5
6%
21
.56
%1
28
12
9.3
8%
7.1
4%
7.1
4%
7.0
8%
5.5
6%
5.6
1%
4.8
8%
4.7
6%
4.7
2%
3.5
9%
Ba
nd
-D5
49
89
.27
%3
96
.34
%1
62
.60
%8
1.3
0%
30
.49
%6
15
66
10
.73
%8
.42
%8
.76
%7
.41
%7
.79
%7
.93
%7
.23
%7
.37
%7
.16
%7
.34
%
Ba
nd
-C11
60
85
.55
%1
23
9.0
7%
41
3.0
2%
21
1.5
5%
60
.44
%5
0.3
7%
13
56
19
61
4.4
5%
11
.76
%1
0.9
9%
11
.98
%11
.67
%11
.29
%1
0.7
2%
10
.69
%9
.80
%9
.82
%
Ba
nd
-B4
11
80
.91
%6
41
2.6
0%
20
3.9
4%
61
.18
%3
0.5
9%
30
.59
%1
0.2
0%
50
89
71
9.0
9%
13
.98
%1
6.7
0%
17
.36
%1
6.9
7%
17
.83
%1
8.2
2%
18
.90
%1
5.6
9%
15
.52
%
Ba
nd
-A1
41
82
.94
%1
71
0.0
0%
52
.94
%2
1.1
8%
31
.76
%2
1.1
8%
17
02
91
7.0
6%
13
.74
%1
2.7
0%
11
.71
%11
.68
%11
.30
%11
.51
%11
.66
%9
.97
%9
.22
%
Lo
ca
l A
gre
em
en
t3
47
92
.53
%1
23
.20
%6
1.6
0%
92
.40
%1
0.2
7%
37
52
87
.47
%8
.39
%8
.20
%8
.92
%8
.57
%8
.73
%8
.78
%8
.58
%8
.05
%8
.13
%
Gra
nd
To
tal
27
91
86
.57
%2
65
8.2
2%
93
2.8
8%
48
1.4
9%
15
0.4
7%
80
.25
%4
0.1
2%
32
24
43
31
3.4
3%
10
.69
%11
.06
%11
.26
%11
.08
%11
.15
%1
0.5
6%
10
.81
%9
.97
%9
.98
%
De
c-1
5
Ma
le
Ch
ine
se
Ma
leM
ale
Gra
nd
To
tal
Ch
ine
se
Fe
ma
leF
em
ale
An
y O
the
rN
ot
Sta
ted
Mix
ed
Ma
le
Fe
ma
le
As
ian
or
As
ian
Bri
tis
h
Eth
nic
ity
No
t S
tate
d
Ma
le
Mix
ed
Ma
le
Bla
ck
or
Bla
ck
Bri
tis
h
Ma
leF
em
ale
Fe
ma
le
% B
ME
To
tal
BM
E
An
y O
the
r
Fe
ma
le
To
tal
Gra
de
Bla
ck
or
Bla
ck
Bri
tis
h
Fe
ma
le
De
c-1
5
To
tal
Gra
de
Ma
le
Wh
ite
or
Wh
ite
Bri
tis
h
Fe
ma
le
Gra
de
Wh
ite
or
Wh
ite
Bri
tis
hA
sia
n o
r A
sia
n B
riti
sh
% o
f F
em
ale
s S
taff
% B
ME
Po
lic
e S
taff
Pe
rce
nta
ge
of
Po
lic
e O
ffic
ers
Dis
ab
led
in
ea
ch
Ra
nk
0.0
0%
0.0
0%
0.0
0%
0.3
5%
0.9
7%
0.7
8%
0.0
0%
0.2
0%
0.4
0%
0.6
0%
0.8
0%
1.0
0%
1.2
0%
AC
PO
Ch
Su
pt
Su
pt
Ch
In
sp
Insp
Sg
tC
on
Fe
ma
le P
oli
ce
Sta
ff P
erc
en
tag
e i
n e
ac
h G
rad
e
25
.00
%
42
.65
%4
9.2
2%
51
.71
%
66
.37
%7
3.0
3%
74
.12
%
63
.73
%
0.0
0%
10.0
0%
20.0
0%
30.0
0%
40.0
0%
50.0
0%
60.0
0%
70.0
0%
80.0
0%
Chie
f O
ffic
er
M-B
and
Band-E
Band-D
Band-C
Band-B
Band-A
Local A
gre
em
ent
Po
lic
e S
taff
BM
E P
erc
en
tag
e i
n e
ac
h G
rad
e
50
.00
%
4.4
1%
9.3
8%
10
.73
%1
4.4
5%
19
.09
%1
7.0
6%
7.4
7%
0.0
0%
10
.00
%
20
.00
%
30
.00
%
40
.00
%
50
.00
%
60
.00
%
Ch
ief
Offic
er
M-B
an
dB
an
d-E
Ba
nd
-DB
an
d-C
Ba
nd
-BB
an
d-A
Lo
ca
l Ag
ree
me
nt
% o
f P
oli
ce
Off
ice
rs A
ge
d 3
0
& O
ve
r in
ea
ch
Ra
nk
10
0.0
0%
10
0.0
0%
10
0.0
0%
10
0.0
0%
10
0.0
0%
97
.97
%
88
.33
%
82
.00
%
84
.00
%
86
.00
%
88
.00
%
90
.00
%
92
.00
%
94
.00
%
96
.00
%
98
.00
%
10
0.0
0%
ACPO
Ch S
upt
Supt
Ch Insp
Insp
Sgt
Con
West Midlands PoliceDiversity Analysis
54
Div
ers
ity D
eta
ils
Div
ers
ity b
y R
an
k G
rad
e
Po
lice S
taff
by G
rad
e a
nd
Dis
ab
ilit
y
No
%N
o%
Dec-1
4D
ec-1
3D
ec-1
2D
ec-1
1S
ep
-11
Ap
r-11
Sep
-10
Ap
r-10
Sep
-09
Ch
ief
Off
icer
4100.0
0%
4
M-B
an
d68
100.0
0%
68
1.9
6%
Ban
d-E
21.5
6%
126
98.4
4%
128
0.8
9%
0.8
9%
0.8
8%
1.8
5%
1.8
9%
1.9
2%
2.7
8%
2.8
6%
2.4
1%
Ban
d-D
10
1.6
3%
605
98.3
7%
615
1.8
0%
2.1
0%
2.0
7%
2.1
1%
2.1
1%
2.1
5%
2.0
4%
2.4
4%
2.3
1%
Ban
d-C
38
2.8
0%
1318
97.2
0%
1356
2.8
2%
2.6
3%
2.7
4%
2.5
2%
2.4
8%
2.2
8%
2.7
3%
2.6
8%
2.6
7%
Ban
d-B
44
8.6
6%
464
91.3
4%
508
9.1
3%
9.0
9%
9.6
2%
8.9
1%
9.1
8%
8.9
5%
8.4
1%
8.6
8%
8.7
8%
Ban
d-A
63.5
3%
164
96.4
7%
170
3.8
5%
4.2
3%
3.9
0%
4.6
7%
4.8
0%
4.6
0%
5.4
3%
5.3
1%
5.9
7%
Lo
cal A
gre
em
en
t10
2.6
7%
365
97.3
3%
375
3.3
2%
3.2
2%
4.1
7%
4.3
5%
4.3
7%
4.1
8%
4.5
7%
4.4
7%
4.3
3%
Gra
nd
To
tal
110
3.4
1%
3114
96.5
9%
3224
3.5
9%
3.8
9%
4.1
3%
4.1
3%
4.1
6%
3.9
9%
4.2
8%
4.4
0%
4.4
9%
Po
lice S
taff
by G
rad
e a
nd
Ag
e
No
%N
o%
No
%N
o%
No
%N
o%
No
%N
o%
No
%D
ec-1
4D
ec-1
3D
ec-1
2D
ec-1
1S
ep
-11
Ap
r-11
Sep
-10
Ap
r-10
Sep
-09
Ch
ief
Off
icer
125.0
0%
250.0
0%
125.0
0%
4100.0
0%
100.0
0%
100.0
0%
100.0
0%
100.0
0%
100.0
0%
100.0
0%
100.0
0%
100.0
0%
100.0
0%
M-B
an
d1
1.4
7%
11.4
7%
15
22.0
6%
29
42.6
5%
20
29.4
1%
22.9
4%
68
97.0
6%
98.5
3%
98.0
4%
98.1
5%
100.0
0%
100.0
0%
100.0
0%
100.0
0%
100.0
0%
100.0
0%
Ban
d-E
32.3
4%
44
34.3
8%
43
33.5
9%
33
25.7
8%
43.1
3%
10.7
8%
128
97.6
6%
98.2
1%
97.3
2%
97.3
5%
96.3
0%
96.2
3%
95.1
9%
95.3
7%
96.1
9%
95.1
8%
Ban
d-D
13
2.1
1%
73
11.8
7%
193
31.3
8%
163
26.5
0%
160
26.0
2%
12
1.9
5%
10.1
6%
615
86.0
2%
84.0
6%
87.7
4%
85.5
2%
83.6
0%
82.7
7%
82.7
7%
82.8
2%
82.2
1%
79.6
8%
Ban
d-C
20.1
5%
82
6.0
5%
156
11.5
0%
324
23.8
9%
390
28.7
6%
337
24.8
5%
56
4.1
3%
90.6
6%
1356
82.3
0%
81.0
2%
80.7
5%
79.0
6%
77.3
1%
76.1
4%
76.1
4%
76.2
5%
75.3
3%
74.2
6%
Ban
d-B
10
1.9
7%
60
11.8
1%
47
9.2
5%
82
16.1
4%
135
26.5
7%
142
27.9
5%
27
5.3
1%
50.9
8%
508
76.9
7%
76.8
9%
79.4
1%
79.6
2%
74.7
9%
70.5
7%
70.5
7%
70.4
2%
68.5
8%
66.9
0%
Ban
d-A
21.1
8%
31.7
6%
42.3
5%
10
5.8
8%
33
19.4
1%
81
47.6
5%
25
14.7
1%
12
7.0
6%
170
94.7
1%
95.6
0%
95.7
7%
95.1
2%
94.8
6%
94.5
6%
94.5
6%
95.5
3%
95.3
1%
94.3
3%
Lo
cal A
gre
em
en
t17
4.5
3%
39
10.4
0%
66
17.6
0%
133
35.4
7%
97
25.8
7%
21
5.6
0%
20.5
3%
375
85.0
7%
84.6
2%
84.4
1%
86.4
7%
85.0
3%
85.2
5%
85.2
5%
85.5
2%
84.8
6%
84.2
5%
Gra
nd
To
tal
00.0
0%
14
0.4
3%
176
5.4
6%
323
10.0
2%
734
22.7
7%
927
28.7
5%
872
27.0
5%
147
4.5
6%
31
0.9
6%
3224
84.0
9%
83.3
3%
84.2
1%
83.6
7%
81.5
7%
80.5
3%
80.5
3%
80.6
1%
79.6
3%
78.2
6%
Ch
ief
Off
icer
0.0
0%
Ch
ief
Off
icer
0.1
5%
M-B
an
d0.0
0%
M-B
an
d2.4
3%
Ban
d-E
1.8
2%
Ban
d-E
4.6
1%
Ban
d-D
9.0
9%
Ban
d-D
19.5
1%
Ban
d-C
34.5
5%
Ban
d-C
41.1
7%
Ban
d-B
40.0
0%
Ban
d-B
14.4
2%
Ban
d-A
5.4
5%
Ban
d-A
5.9
4%
Lo
cal A
gre
em
e9.0
9%
Lo
cal A
gre
em
e11.7
7%
To
Be C
on
firm
#R
EF
!To
Be C
on
firm
#R
EF
!
Po
lice C
om
mu
nit
y S
up
po
rt O
ffic
ers
by G
rad
e, G
en
der
an
d B
ME
No
%N
o%
No
%N
o%
No
%N
o%
No
%N
o%
No
%N
o%
No
%
PC
SO
-L3
27
58.7
0%
14
30.4
3%
12.1
7%
12.1
7%
36.5
2%
46
PC
SO
-L2
207
43.1
3%
212
44.1
7%
22
4.5
8%
16
3.3
3%
51.0
4%
10.2
1%
40.8
3%
91.8
8%
30.6
3%
10.2
1%
480
PC
SO
-L1
523.8
1%
12
57.1
4%
14.7
6%
14.7
6%
29.5
2%
21
Gra
nd
To
tal
239
43.6
9%
238
43.5
1%
24
4.3
9%
18
3.2
9%
81.4
6%
10.1
8%
40.7
3%
11
2.0
1%
30.5
5%
10.1
8%
547
Po
lice C
om
mu
nit
y S
up
po
rt O
ffic
ers
by G
rad
e a
nd
Gen
der
Gen
der
% F
em
ale
No
%N
o%
Dec-1
4D
ec-1
3D
ec-1
2D
ec-1
1S
ep
-11
Ap
r-11
Sep
-10
Ap
r-10
Sep
-09
PC
SO
-L3
31
67.3
9%
15
32.6
1%
46
30.9
1%
37.5
0%
33.3
3%
38.4
6%
40.7
4%
44.8
3%
44.8
3%
45.0
0%
45.4
5%
PC
SO
-L2
241
50.2
1%
239
49.7
9%
480
49.7
4%
49.2
7%
49.7
7%
49.6
4%
49.4
3%
49.5
8%
49.5
8%
50.0
7%
49.0
1%
PC
SO
-L1
628.5
7%
15
71.4
3%
21
70.0
0%
78.9
5%
66.6
7%
68.7
5%
75.0
0%
71.4
3%
71.4
3%
68.1
8%
76.9
2%
Gra
nd
To
tal
278
50.8
2%
269
49.1
8%
547
48.7
8%
49.6
2%
49.6
4%
49.6
6%
49.6
6%
49.8
0%
49.8
0%
50.3
1%
49.2
6%
PC
SO
-L3
5.5
8%
PC
SO
-L3
7.4
6%
PC
SO
-L2
88.8
5%
PC
SO
-L2
86.5
7%
PC
SO
-L1
5.5
8%
PC
SO
-L1
5.9
7%
61 -
65
Male
Ag
e R
an
ges
51 -
60
Fem
ale
Bla
ck o
r B
lack B
riti
sh
Mix
ed
41 -
50
Fem
ale
26 -
30
Ran
k
Dec-1
5
To
tal
Dis
ab
ilit
y
Un
der
18
31 -
40
Yes
No
Dec-1
5
To
tal
30+
%
Gra
de
Wh
ite o
r W
hit
e B
riti
sh
Male
Gra
de
18 -
20
Gra
de
Fem
ale
Fem
ale
Dec-1
5
To
tal
Male
Male
Asia
n o
r A
sia
n B
riti
sh
Fem
ale
Male
Fem
ale
Fem
ale
Gra
nd
To
tal
21 -
25
Male
% o
f P
CS
O F
em
ale
s
An
y O
ther
No
t S
tate
d
Over
65
Eth
nic
ity
% o
f P
olice S
taff
wit
h a
Dis
ab
ilit
y
No
of
Po
lice S
taff
Mo
re T
han
30 y
rs o
ld %
% P
oli
ce
Sta
ff
Dis
ab
led
in
ea
ch
Gra
de
0.0
0%
1.5
6%
1.6
3%
2.8
0%
8.6
6%
3.5
3%
2.6
7%
0.0
0%
1.0
0%
2.0
0%
3.0
0%
4.0
0%
5.0
0%
6.0
0%
7.0
0%
8.0
0%
9.0
0%
10
.00
%
Ch
ief
Offic
er
M-B
an
dB
an
d-E
Ba
nd
-DB
an
d-C
Ba
nd
-BB
an
d-A
Lo
ca
l
Ag
ree
me
nt
Nu
mb
er
of
Po
lic
e S
taff
A
ge
d 3
0 &
Ov
er
By
Gra
de
100.0
0%
97.0
6%
97.6
6%
86.0
2%
82.3
0%
76.9
7%
94.7
1%
85.0
7%
0.0
0%
10.0
0%
20.0
0%
30.0
0%
40.0
0%
50.0
0%
60.0
0%
70.0
0%
80.0
0%
90.0
0%
100.0
0%
Chie
f O
ffic
er
M-B
and
Band-E
Band-D
Band-C
Band-B
Band-A
Local A
gre
em
ent
Pe
rce
nta
ge
of
Fe
ma
le P
CS
O's
in
ea
ch
Gra
de
32
.61
%
49
.79
%
71
.43
%
0.0
0%
10
.00
%
20
.00
%
30
.00
%
40
.00
%
50
.00
%
60
.00
%
70
.00
%
80
.00
%
PC
SO
-L3
PC
SO
-L2
PC
SO
-L1
Pe
rce
nta
ge
o
f B
ME
PC
SO
s i
n e
ac
h G
rad
e
10
.87
%1
2.0
8%
19
.05
%
0.0
0%
2.0
0%
4.0
0%
6.0
0%
8.0
0%
10.0
0%
12.0
0%
14.0
0%
16.0
0%
18.0
0%
20.0
0%
PC
SO
-L3
PC
SO
-L2
PC
SO
-L1
West Midlands PoliceDiversity Analysis
55
Div
ers
ity
De
tail
s
Div
ers
ity
by
Ra
nk
Gra
de
Po
lic
e C
om
mu
nit
y S
up
po
rt O
ffic
ers
by
Gra
de
an
d E
thn
icit
y
No
%N
o%
No
%N
o%
No
%N
o%
No
%D
ec
-14
De
c-1
3D
ec
-12
De
c-1
1S
ep
-11
Ap
r-11
Se
p-1
0A
pr-
10
Se
p-0
9
PC
SO
-L3
41
89
.13
%2
4.3
5%
36
.52
%4
65
10
.87
%1
2.7
3%
12
.50
%1
6.6
7%
14
.29
%1
4.2
9%
13
.33
%1
3.4
3%
9.8
1%
11
.18
%
PC
SO
-L2
41
98
7.2
9%
38
7.9
2%
61
.25
%1
32
.71
%3
0.6
3%
10
.21
%4
80
58
12
.08
%1
0.8
4%
11
.89
%1
2.2
9%
11
.98
%11
.98
%1
2.3
5%
12
.17
%1
2.1
3%
12
.53
%
PC
SO
-L1
17
80
.95
%2
9.5
2%
29
.52
%2
14
19
.05
%2
0.0
0%
26
.32
%1
6.6
7%
11
.76
%11
.76
%11
.10
%1
3.0
8%
17
.54
%2
1.6
2%
Gra
nd
To
tal
47
78
7.2
0%
42
7.6
8%
91
.65
%1
52
.74
%3
0.5
5%
10
.18
%5
47
67
12
.25
%11
.28
%1
2.3
3%
12
.55
%1
2.1
0%
12
.10
%1
2.4
0%
12
.27
%1
2.1
9%
12
.64
%
Po
lic
e C
om
mu
nit
y S
up
po
rt O
ffic
ers
by
Gra
de
an
d D
isa
bil
ity
Dis
ab
ilit
y%
Dis
ab
led
Dis
ab
ilit
y%
Dis
ab
led
No
%N
o%
De
c-1
4D
ec
-13
De
c-1
2D
ec
-11
Se
p-1
1A
pr-
11
Se
p-1
0A
pr-
10
Se
p-0
9
PC
SO
-L3
46
10
0.0
0%
46
3.4
5%
3.4
5%
3.4
5%
3.3
3%
9.0
9%
6.8
2%
PC
SO
-L2
20
.42
%4
78
99
.58
%4
80
0.5
2%
0.4
9%
0.6
1%
0.5
5%
0.5
5%
0.6
9%
0.8
0%
0.5
3%
0.5
3%
PC
SO
-L1
21
10
0.0
0%
21
Gra
nd
To
tal
20
.37
%5
45
99
.63
%5
47
0.4
6%
0.5
7%
0.5
7%
0.6
5%
0.6
5%
0.7
8%
0.8
8%
0.9
8%
0.8
6%
Po
lic
e C
om
mu
nit
y S
up
po
rt O
ffic
ers
by
Gra
de
an
d A
ge
No
%N
o%
No
%N
o%
No
%N
o%
No
%N
o%
De
c-1
4D
ec
-13
De
c-1
2D
ec
-11
Se
p-1
1A
pr-
11
Se
p-1
0A
pr-
10
Se
p-0
9
PC
SO
-L3
24
.35
%8
17
.39
%1
32
8.2
6%
14
30
.43
%8
17
.39
%1
2.1
7%
46
78
.26
%6
3.6
4%
83
.33
%1
00
.00
%9
6.1
5%
92
.59
%8
9.6
6%
86
.67
%9
0.0
0%
88
.64
%
PC
SO
-L2
10
.21
%2
55
.21
%8
41
7.5
0%
15
23
1.6
7%
12
42
5.8
3%
87
18
.13
%7
1.4
6%
48
07
7.0
8%
66
.09
%6
3.3
6%
59
.79
%5
5.3
0%
54
.43
%5
2.4
9%
51
.94
%5
0.8
8%
48
.35
%
PC
SO
-L1
31
4.2
9%
52
3.8
1%
83
8.1
0%
41
9.0
5%
14
.76
%2
18
5.7
1%
85
.00
%7
3.6
8%
77
.78
%8
1.2
5%
87
.50
%9
2.8
6%
64
.29
%5
4.5
5%
69
.23
%
Gra
nd
To
tal
10
.18
%2
74
.94
%9
51
7.3
7%
17
03
1.0
8%
14
62
6.6
9%
99
18
.10
%8
1.4
6%
10
.18
%5
47
77
.51
%6
6.4
6%
64
.48
%6
1.6
3%
57
.32
%5
6.5
3%
54
.64
%5
3.4
7%
52
.93
%5
0.8
6%
PC
SO
-L3
0.0
0%
PC
SO
-L2
10
0.0
0%
PC
SO
-L3
8.4
9%
PC
SO
-L1
0.0
0%
PC
SO
-L2
87
.26
%
PC
SO
-L1
4.0
1%
Sp
ec
ial
Co
ns
tab
les
by
Gra
de
, G
en
de
r a
nd
BM
E
No
%N
o%
No
%N
o%
No
%N
o%
No
%N
o%
No
%N
o%
No
%N
o%
No
%N
o%
Ch
ief
Off
ice
r1
10
0.0
0%
1
Dis
tric
t O
ffic
er
0
Se
cti
on
Off
ice
r1
50
.00
%1
50
.00
%1
9.0
9%
3
Sp
ec
ial
Ins
pe
cto
r8
88
.89
%1
11
.11
%0
.00
%0
.00
%0
.00
%0
.00
%0
.00
%0
.00
%0
.00
%0
.00
%9
Sp
ec
ial
Se
rge
an
t2
16
5.6
3%
41
2.5
0%
72
1.8
8%
0.0
0%
0.0
0%
0.0
0%
0.0
0%
0.0
0%
0.0
0%
0.0
0%
32
Sp
ec
ial
Co
ns
tab
le1
56
61
.18
%4
11
6.0
8%
36
14
.12
%9
3.5
3%
20
.78
%2
0.7
8%
41
.57
%1
0.3
9%
10
.39
%3
1.1
8%
25
5
Gra
nd
To
tal
18
66
2.2
1%
47
15
.72
%4
41
4.7
2%
93
.01
%2
0.6
7%
20
.67
%4
1.3
4%
10
.33
%1
0.3
3%
31
.00
%2
99
Sp
ec
ial
Co
ns
tab
les
by
Gra
de
an
d G
en
de
r
No
%N
o%
De
c-1
4D
ec
-13
De
c-1
2D
ec
-11
Se
p-1
1A
pr-
11
Se
p-1
0A
pr-
10
Se
p-0
9
Ch
ief
Off
ice
r1
10
0.0
0%
1
Dis
tric
t O
ffic
er
11
00
.00
%1
12
.50
%1
3.3
3%
66
.67
%1
3.3
3%
14
.29
%1
3.3
3%
11
.11
%
Se
cti
on
Off
ice
r1
09
0.9
1%
19
.09
%11
41
.67
%1
5.7
9%
12
.00
%1
3.7
3%
14
.29
%1
3.4
6%
14
.81
%1
0.7
1%
10
.71
%
Sp
ec
ial
Ins
pe
cto
r8
88
.89
%1
11
.11
%9
10
.00
%1
0.0
0%
Sp
ec
ial
Se
rge
an
t2
88
7.5
0%
41
2.5
0%
32
12
.50
%
Sp
ec
ial
Co
ns
tab
le1
92
78
.37
%5
32
1.6
3%
24
52
5.0
8%
28
.50
%2
8.9
5%
30
.52
%3
0.4
7%
30
.38
%3
1.1
1%
30
.92
%3
1.4
0%
Gra
nd
To
tal
24
08
0.2
7%
59
19
.73
%2
99
24
.01
%2
6.5
3%
26
.69
%2
8.4
8%
28
.57
%2
8.4
4%
29
.08
%2
8.3
8%
28
.62
%
Ch
ief
Off
ice
r0
.00
%
De
pu
ty C
hie
f O
f#
RE
F!
As
sis
tan
t C
hie
f O
#R
EF
!
Se
nio
r D
istr
ict
O#
RE
F!
Dis
tric
t O
ffic
e0
.00
%C
hie
f O
ffic
er
0.0
0%
Se
cti
on
Off
ice
1.6
9%
De
pu
ty C
hie
f O
f#
RE
F!
Sp
ec
ial
Ins
pe
c1
.69
%A
ss
ista
nt
Ch
ief
O#
RE
F!
Sp
ec
ial
Se
rge
a6
.78
%S
en
ior
Dis
tric
t O
#R
EF
!
Sp
ec
ial
Co
ns
ta8
9.8
3%
Dis
tric
t O
ffic
e0
.00
%
Se
cti
on
Off
ice
4.5
5%
Sp
ec
ial
Ins
pe
c0
.00
%
Sp
ec
ial
Se
rge
a1
0.6
1%
Sp
ec
ial
Co
ns
ta8
4.8
5%
Ye
sN
o
Bla
ck
or
Bla
ck
Bri
tis
h
Ma
le
% o
f S
pe
cia
l C
on
sta
ble
Fe
ma
les
De
c-1
5
To
tal
Ch
ine
se
Gra
de
Fe
ma
le
Mix
ed
Ge
nd
er
Fe
ma
le
No
t S
tate
dW
hit
e o
r W
hit
e B
riti
sh
Ma
leF
em
ale
As
ian
or
As
ian
Bri
tis
h
Ma
le
Gra
nd
To
tal
Ma
leF
em
ale
Ma
leF
em
ale
Fe
ma
leF
em
ale
Ma
le
Gra
de
Bla
ck
or
Bla
ck
Bri
tis
h
To
tal
Wh
ite
or
Wh
ite
Bri
tis
hA
sia
n o
r A
sia
n B
riti
sh
Gra
de
18
- 2
06
1 -
65
De
c-1
5
To
tal
Ov
er
65
51
- 6
04
1 -
50
Gra
de
De
c-1
5
To
tal
30
+ %
Gra
de
26
- 3
03
1 -
40
21
- 2
5
Ch
ine
se
No
of
PC
SO
's M
ore
Th
an
30
yrs
old
%
Eth
nic
ity
% B
ME
De
c-1
5
No
t S
tate
d
Ag
e R
an
ge
s% o
f P
CS
O's
wit
h a
Dis
ab
ilit
y
% B
ME
PC
SO
's
An
y O
the
rM
ixe
d
To
tal
BM
E
An
y O
the
r
Ma
leM
ale
Fe
ma
le
% o
f D
isa
ble
d P
CS
Os
in
ea
ch
Gra
de
0.4
2%
0.0
0%
0.0
5%
0.1
0%
0.1
5%
0.2
0%
0.2
5%
0.3
0%
0.3
5%
0.4
0%
0.4
5%
PC
SO
-L3
PC
SO
-L2
PC
SO
-L1
Nu
mb
er
of
PC
SO
s A
ge
d 3
0 &
Ov
er
in e
ac
h G
rad
e
72
.00
%
74
.00
%
76
.00
%
78
.00
%
80
.00
%
82
.00
%
84
.00
%
86
.00
%
88
.00
%
PC
SO
-L3
PC
SO
-L2
PC
SO
-L1
P Peerrcc
eennttaa
ggee oo
ff FFeemm
aallee
SSppeecciiaa
ll CCoonnsstt
aabbllee
ss iinn
eeaacchh RR
aannkk
0.0
0%
0.0
0%
9.0
9%
11
.11
%1
2.5
0%
21
.63
%
0.0
0%
5.0
0%
10
.00
%
15
.00
%
20
.00
%
25
.00
%
Chie
f O
fficer
Dis
tric
t O
fficer
Secti
on O
fficer
Specia
l In
specto
rSpecia
l Serg
eant
Specia
l Const
able
P Peerrcc
eennttaa
ggee oo
ff BBMM
EE SS
ppeecciiaa
ll CCoonnsstt
aabbllee
ss iinn
eeaacchh RR
aannkk
0.0
0%
0.0
0%
27
.27
%
0.0
0%
21
.88
%2
2.8
6%
0.0
0%
5.0
0%
10
.00
%
15
.00
%
20
.00
%
25
.00
%
30
.00
%
Chie
f O
fficer
Dis
tric
t O
fficer
Secti
on O
fficer
Specia
l In
specto
rSpecia
l Serg
eant
Specia
l Const
able
West Midlands PoliceDiversity Analysis
56
Div
ers
ity D
eta
ils
Div
ers
ity b
y R
an
k G
rad
e
Sp
ecia
l C
on
sta
ble
s b
y G
rad
e a
nd
Eth
nic
ity
No
%N
o%
No
%N
o%
No
%N
o%
No
%D
ec-1
4D
ec-1
3D
ec-1
2D
ec-1
1S
ep
-11
Ap
r-11
Sep
-10
Ap
r-10
Sep
-09
Ch
ief
Off
icer
1100.0
0%
10
0.0
0%
Dis
tric
t O
ffic
er
1100.0
0%
10
0.0
0%
6.6
7%
6.6
7%
6.2
5%
6.2
5%
6.7
6%
6.3
2%
5.3
1%
Secti
on
Off
icer
872.7
3%
218.1
8%
19.0
9%
11
327.2
7%
33.3
3%
26.3
2%
15.6
9%
15.6
9%
15.0
9%
15.0
9%
12.7
7%
15.8
2%
15.8
2%
Sp
ecia
l In
sp
ecto
r9
100.0
0%
90
0.0
0%
Sp
ecia
l S
erg
ean
t25
78.1
3%
721.8
8%
32
721.8
8%
21.8
8%
Sp
ecia
l C
on
sta
ble
189
77.1
4%
44
17.9
6%
41.6
3%
52.0
4%
10.4
1%
20.8
2%
245
56
22.8
6%
20.4
3%
22.2
8%
20.0
4%
20.0
4%
21.1
4%
21.1
4%
20.3
3%
19.6
2%
20.5
0%
Gra
nd
To
tal
233
77.9
3%
53
17.7
3%
41.3
4%
51.6
7%
10.3
3%
31.0
0%
00.0
0%
299
66
22.0
7%
20.3
2%
21.7
7%
19.2
1%
19.2
1%
20.2
2%
20.2
2%
19.2
5%
18.8
3%
19.5
0%
Sp
ecia
l C
on
sta
ble
s b
y G
rad
e a
nd
Dis
ab
ilit
y
No
%N
o%
Dec-1
4D
ec-1
3D
ec-1
2D
ec-1
1S
ep
-11
Ap
r-11
Sep
-10
Ap
r-10
Sep
-09
Ch
ief
Off
icer
1100.0
0%
1
Dis
tric
t O
ffic
er
1100.0
0%
16.2
5%
6.6
7%
Secti
on
Off
icer
11
100.0
0%
11
0.7
8%
Sp
ecia
l In
sp
ecto
r1
11
.11
%8
88.8
9%
9
Sp
ecia
l S
erg
ean
t32
100.0
0%
32
Sp
ecia
l C
on
sta
ble
20.8
2%
243
99.1
8%
245
0.8
2%
0.8
9%
0.7
5%
0.6
9%
0.6
9%
0.1
9%
0.1
9%
0.1
9%
Gra
nd
To
tal
31.0
0%
296
99.0
0%
299
1.0
0%
0.6
8%
0.9
7%
0.8
3%
0.6
2%
0.6
2%
0.1
7%
0.1
7%
0.1
7%
Sp
ecia
l C
on
sta
ble
s b
y G
rad
e a
nd
Ag
e
No
%N
o%
No
%N
o%
No
%N
o%
No
%N
o%
Dec-1
4D
ec-1
3D
ec-1
2D
ec-1
1S
ep
-11
Ap
r-11
Sep
-10
Ap
r-10
Sep
-09
Ch
ief
Off
icer
1100.0
0%
1100.0
0%
100.0
0%
Dep
uty
Ch
ief
Off
icer
100.0
0%
100.0
0%
100.0
0%
100.0
0%
100.0
0%
100.0
0%
100.0
0%
100.0
0%
Assis
tan
t C
hie
f O
ffic
er
100.0
0%
Sen
ior
Dis
tric
t O
ffic
er
100.0
0%
Dis
tric
t O
ffic
er
1100.0
0%
1100.0
0%
100.0
0%
100.0
0%
87.5
0%
93.3
3%
93.3
3%
93.3
3%
100.0
0%
100.0
0%
100.0
0%
Secti
on
Off
icer
872.7
3%
327.2
7%
11
100.0
0%
100.0
0%
81.5
8%
80.0
0%
80.3
9%
82.6
9%
82.6
9%
83.3
3%
83.9
3%
76.7
9%
Sp
ecia
l In
sp
ecto
r1
11
.11
%1
11
.11
%5
55.5
6%
111
.11
%1
11
.11
%9
77.7
8%
80.0
0%
80.0
0%
Sp
ecia
l S
erg
ean
t1
3.1
3%
10
31.2
5%
928.1
3%
825.0
0%
412.5
0%
32
65.6
3%
65.6
3%
Sp
ecia
l C
on
sta
ble
20.8
2%
52
21.2
2%
54
22.0
4%
62
25.3
1%
52
21.2
2%
14
5.7
1%
83.2
7%
10.4
1%
245
55.5
1%
48.9
2%
44.8
2%
42.3
2%
40.4
5%
39.2
4%
39.2
4%
41.4
8%
44.4
7%
45.5
4%
Gra
nd
To
tal
20.6
7%
53
17.7
3%
65
21.7
4%
80
26.7
6%
69
23.0
8%
19
6.3
5%
93.0
1%
20.6
7%
299
59.2
0%
53.0
3%
49.6
6%
47.5
8%
45.5
3%
44.3
6%
44.3
6%
46.9
0%
49.9
2%
50.5
1%
Ch
ief
Off
icer
0.0
0%
Dep
uty
Ch
ief
Of
#R
EF
!C
hie
f O
ffic
er
0.5
6%
Assis
tan
t C
hie
f O
#R
EF
!D
eputy
Chie
f O
ff0.0
0%
Sen
ior
Dis
tric
t O
#R
EF
!A
ssis
tant C
hie
f O
0.0
0%
Dis
tric
t O
ffic
e0.0
0%
Senio
r D
istr
ict O
f0.0
0%
Secti
on
Off
ice
0.0
0%
Dis
tric
t O
ffic
e0.5
6%
Sp
ecia
l In
sp
ec
33.3
3%
Section O
ffic
e6.1
5%
Sp
ecia
l S
erg
ea
0.0
0%
Specia
l In
spect
4.4
7%
Sp
ecia
l C
on
sta
66.6
7%
Specia
l S
erg
ea
11.7
3%
Specia
l C
onsta
76.5
4%
30+
%
51 -
60
61 -
65
Ag
e R
an
ge
18 -
20
Over
65
Ch
inese
Eth
nic
ity
41 -
50
Dec-1
5
To
tal
Dec-1
5
To
tal
To
tal B
ME
% B
ME
To
tal
Dec-1
5
Gra
de
Wh
ite o
r W
hit
e B
riti
sh
Asia
n o
r A
sia
n B
riti
sh
Bla
ck o
r B
lack B
riti
sh
Mix
ed
No
t S
tate
d
21 -
25
26 -
30
31 -
40
Gra
de
Dis
ab
ilit
y
Gra
de
Ye
sN
o
An
y O
ther
% B
ME
Sp
ecia
l C
on
sta
ble
s
% o
f S
pecia
l C
on
sta
ble
s w
ith
a D
isab
ilit
y
No
of
Sp
ecia
l C
on
sta
ble
s M
ore
Th
an
30 y
rs o
ld %
DDiiss
aabbllee
dd SS
ppeecciiaa
llss CC
oonnsstt
aabbllee
ss BByy RR
aannkk
0.0
0%
2.0
0%
4.0
0%
6.0
0%
8.0
0%
10
.00
%
12
.00
%
Chie
f O
fficer
Dis
tric
t O
fficer
Secti
on O
fficer
Specia
l In
specto
rSpecia
l Serg
eant
Specia
l Const
able
N Nuumm
bbeerr
ooff
SSppeecciiaa
ll CCoonnsstt
aabbllee
ss aaggeedd 33
00 &&
oovveerr,,
bbyy ee
aacchh RR
aannkk
10
0.0
0%
0.0
0%
0.0
0%
0.0
0%
10
0.0
0%
10
0.0
0%
77
.78
%6
5.6
3%
55
.51
%
0.0
0%
20
.00
%
40
.00
%
60
.00
%
80
.00
%
10
0.0
0%
12
0.0
0%
Chie
f O
fficer
Deputy
Chie
f
Offi
cer
Ass
ista
nt
Chie
f O
fficer
Senio
r
Dis
tric
t
Offi
cer
Dis
tric
t
Offi
cer
Secti
on
Offi
cer
Specia
l
Insp
ecto
r
Specia
l
Serg
eant
Specia
l
Const
able
West Midlands PoliceDiversity Analysis
57
Div
ers
ity D
eta
ils
Eth
nic
ity &
Gen
der
by L
PU
Dep
t
Eth
nic
ity
an
d G
en
de
r p
er
LP
U/D
ep
t
Po
lic
e O
ffic
ers
No
%N
o%
No
%N
o%
No
%N
o%
No
%N
o%
No
%N
o%
No
%N
o%
No
%N
o%
Bir
min
gh
am
Ea
st
LP
U2
66
62
.15
%1
20
28
.04
%2
25
.14
%2
0.4
7%
71
.64
%3
0.7
0%
20
.47
%2
0.4
7%
30
.70
%1
0.2
3%
42
89
.11
%
Bir
min
gh
am
No
rth
LP
U1
67
65
.75
%7
22
8.3
5%
10
3.9
4%
10
.39
%2
0.7
9%
20
.79
%2
54
5.9
1%
Bir
min
gh
am
So
uth
LP
U2
10
62
.13
%9
22
7.2
2%
12
3.5
5%
51
.48
%5
1.4
8%
10
.30
%6
1.7
8%
41
.18
%2
0.5
9%
10
.30
%3
38
10
.06
%
Bir
min
gh
am
We
st
an
d C
en
tra
l L
PU
36
15
9.7
7%
13
52
2.3
5%
50
8.2
8%
15
2.4
8%
10
1.6
6%
91
.49
%1
52
.48
%4
0.6
6%
40
.66
%1
0.1
7%
60
41
7.0
5%
Co
ve
ntr
y L
PU
29
36
5.8
4%
12
22
7.4
2%
15
3.3
7%
40
.90
%2
0.4
5%
20
.45
%5
1.1
2%
10
.22
%1
0.2
2%
44
56
.52
%
Du
dle
y L
PU
19
36
3.9
1%
84
27
.81
%9
2.9
8%
10
.33
%2
0.6
6%
10
.33
%5
1.6
6%
51
.66
%1
0.3
3%
10
.33
%3
02
7.6
2%
Sa
nd
we
ll L
PU
26
56
6.4
2%
94
23
.56
%2
15
.26
%2
0.5
0%
61
.50
%3
0.7
5%
51
.25
%1
0.2
5%
10
.25
%1
0.2
5%
39
99
.77
%
So
lih
ull
LP
U1
54
62
.10
%6
42
5.8
1%
11
4.4
4%
41
.61
%4
1.6
1%
52
.02
%4
1.6
1%
10
.40
%1
0.4
0%
24
811
.69
%
Wa
lsa
ll L
PU
23
66
6.1
1%
98
27
.45
%1
54
.20
%2
0.5
6%
10
.28
%1
0.2
8%
10
.28
%2
0.5
6%
10
.28
%3
57
6.4
4%
Wo
lve
rha
mp
ton
LP
U2
87
66
.74
%1
09
25
.35
%1
43
.26
%7
1.6
3%
71
.63
%3
0.7
0%
20
.47
%1
0.2
3%
43
07
.67
%
As
so
cia
tio
ns
35
77
.78
%8
17
.78
%2
4.4
4%
45
4.4
4%
Bir
min
gh
am
Pa
rtn
ers
hip
s2
66
.67
%1
33
.33
%3
0.0
0%
Co
mm
an
d T
ea
m7
70
.00
%2
20
.00
%1
10
.00
%1
01
0.0
0%
Co
un
ter
Te
rro
ris
m U
nit
18
76
3.6
1%
69
23
.47
%2
89
.52
%5
1.7
0%
31
.02
%2
0.6
8%
29
41
2.9
3%
Cri
min
al
Ju
sti
ce
Se
rvic
es
99
71
.22
%2
71
9.4
2%
53
.60
%3
2.1
6%
21
.44
%1
0.7
2%
10
.72
%1
0.7
2%
13
97
.91
%
DC
C T
as
k F
orc
e6
46
.15
%5
38
.46
%1
7.6
9%
17
.69
%1
31
5.3
8%
Fo
rce
CID
34
46
0.2
5%
16
82
9.4
2%
25
4.3
8%
15
2.6
3%
40
.70
%2
0.3
5%
61
.05
%5
0.8
8%
20
.35
%5
71
9.9
8%
Fo
rce
Co
nta
ct
10
45
5.0
3%
69
36
.51
%3
1.5
9%
21
.06
%2
1.0
6%
52
.65
%3
1.5
9%
10
.53
%1
89
7.9
4%
Fo
rce
In
ve
sti
ga
tio
n R
ev
iew
10
50
.00
%9
45
.00
%1
5.0
0%
20
5.0
0%
Fo
ren
sic
Se
rvic
es
25
96
.15
%1
3.8
5%
26
3.8
5%
Inte
llig
en
ce
22
56
9.6
6%
78
24
.15
%6
1.8
6%
41
.24
%6
1.8
6%
41
.24
%3
23
6.1
9%
Le
arn
ing
an
d D
ev
elo
pm
en
t5
86
1.0
5%
33
34
.74
%1
1.0
5%
11
.05
%1
1.0
5%
11
.05
%9
54
.21
%
Mo
torw
ay
Po
lic
ing
16
88
6.1
5%
16
8.2
1%
31
.54
%3
1.5
4%
31
.54
%2
1.0
3%
19
54
.62
%
Op
era
tio
ns
30
58
4.7
2%
38
10
.56
%7
1.9
4%
10
.28
%2
0.5
6%
20
.56
%4
1.1
1%
10
.28
%3
60
4.7
2%
Pro
fes
sio
na
l S
tan
da
rds
16
48
.48
%1
54
5.4
5%
13
.03
%1
3.0
3%
33
6.0
6%
Pu
bli
c P
rote
cti
on
22
43
1.1
1%
44
16
1.2
5%
91
.25
%1
92
.64
%3
0.4
2%
50
.69
%4
0.5
6%
10
1.3
9%
20
.28
%2
0.2
8%
10
.14
%7
20
7.3
6%
Re
gio
na
l O
rga
nis
ed
Cri
me
Un
it3
56
7.3
1%
13
25
.00
%2
3.8
5%
23
.85
%5
27
.69
%
Stu
de
nt
Off
ice
rs4
75
2.8
1%
29
32
.58
%6
6.7
4%
11
.12
%1
1.1
2%
22
.25
%1
1.1
2%
11
.12
%1
1.1
2%
89
13
.48
%
Gra
nd
To
tal
43
29
62
.00
%2
011
28
.80
%2
77
3.9
7%
92
1.3
2%
74
1.0
6%
29
0.4
2%
83
1.1
9%
51
0.7
3%
16
0.2
3%
10
0.1
4%
40
.06
%3
0.0
4%
30
.04
%0
0.0
0%
69
82
8.8
2%
De
c-1
44
47
26
2.3
6%
20
54
28
.64
%2
74
3.8
2%
92
1.2
8%
75
1.0
5%
30
0.4
2%
83
1.1
6%
51
0.7
1%
20
0.2
8%
11
0.1
5%
30
.04
%3
0.0
4%
20
.03
%1
0.0
1%
71
71
8.5
6%
De
c-1
34
63
06
2.7
5%
20
98
28
.44
%2
74
3.7
1%
91
1.2
3%
76
1.0
3%
33
0.4
5%
85
1.1
5%
55
0.7
5%
17
0.2
3%
10
0.1
4%
30
.04
%3
0.0
4%
20
.03
%1
0.0
1%
73
78
8.4
4%
De
c-1
24
85
66
3.0
6%
21
74
28
.23
%2
80
3.6
4%
92
1.1
9%
82
1.0
6%
36
0.4
7%
88
1.1
4%
55
0.7
1%
18
0.2
3%
11
0.1
4%
30
.04
%3
0.0
4%
20
.03
%1
0.0
1%
77
01
8.3
4%
De
c-1
15
06
96
3.1
8%
22
53
28
.08
%2
91
3.6
3%
97
1.2
1%
89
1.1
1%
37
0.4
6%
89
1.1
1%
57
0.7
1%
20
0.2
5%
11
0.1
4%
40
.05
%3
0.0
4%
20
.02
%1
0.0
1%
80
23
8.3
5%
Se
p-1
15
13
86
3.3
5%
22
68
27
.96
%2
89
3.5
6%
97
1.2
0%
92
1.1
3%
37
0.4
6%
91
1.1
2%
57
0.7
0%
20
0.2
5%
11
0.1
4%
50
.06
%3
0.0
4%
20
.02
%1
0.0
1%
8111
8.3
1%
Ap
r-11
52
57
63
.57
%2
29
82
7.7
9%
29
33
.54
%9
81
.19
%9
21
.11
%3
80
.46
%9
21
.11
%5
80
.70
%2
10
.25
%11
0.1
3%
50
.06
%3
0.0
4%
20
.02
%1
0.0
1%
82
69
8.2
5%
Se
p-1
05
53
96
4.4
6%
23
28
27
.09
%2
99
3.4
8%
99
1.1
5%
93
1.0
8%
39
0.4
5%
93
1.0
8%
59
0.6
9%
21
0.2
4%
11
0.1
3%
50
.06
%3
0.0
3%
30
.03
%1
0.0
1%
85
93
8.0
8%
Ap
r-1
05
63
96
4.7
0%
23
45
26
.91
%3
03
3.4
8%
98
1.1
2%
93
1.0
7%
39
0.4
5%
95
1.0
9%
58
0.6
7%
22
0.2
5%
11
0.1
3%
50
.06
%3
0.0
3%
30
.03
%1
0.0
1%
87
15
8.0
1%
Se
p-0
95
72
16
5.0
1%
23
52
26
.73
%2
99
3.4
0%
98
1.1
1%
94
1.0
7%
39
0.4
4%
93
1.0
6%
59
0.6
7%
21
0.2
4%
12
0.1
4%
50
.06
%3
0.0
3%
30
.03
%1
0.0
1%
88
00
7.8
9%
Ap
r-0
95
71
86
5.3
9%
23
26
26
.60
%2
85
3.2
6%
95
1.0
9%
94
1.0
8%
39
0.4
5%
86
0.9
8%
58
0.6
6%
21
0.2
4%
11
0.1
3%
50
.06
%3
0.0
3%
20
.02
%1
0.0
1%
87
44
7.6
4%
TO
TA
L
BM
EM
ale
Fe
ma
leF
em
ale
Gra
nd
To
tal
As
ian
or
As
ian
Bri
tis
hB
lac
k o
r B
lac
k B
riti
sh
Mix
ed
Fe
ma
leM
ale
Ch
ine
se
Ma
le
LP
U/D
ep
t
Wh
ite
or
Wh
ite
Bri
tis
h
Fe
ma
leM
ale
Ma
le
An
y O
the
r
Fe
ma
leF
em
ale
Ma
leM
ale
No
t S
tate
d
Fe
ma
le
Div
ers
ity D
eta
ils
Eth
nic
ity &
Gen
der
by L
PU
Dep
t
Po
lic
e S
taff
No
%N
o%
No
%N
o%
No
%N
o%
No
%N
o%
No
%N
o%
No
%N
o%
No
%N
o%
Bir
min
gh
am
Ea
st
LP
U2
25
.00
%5
62
.50
%1
12
.50
%8
12
.50
%
Bir
min
gh
am
No
rth
LP
U4
80
.00
%1
20
.00
%5
20
.00
%
Bir
min
gh
am
So
uth
LP
U5
50
.00
%4
40
.00
%1
10
.00
%1
01
0.0
0%
Bir
min
gh
am
We
st
an
d C
en
tra
l L
PU
54
1.6
7%
43
3.3
3%
21
6.6
7%
18
.33
%1
22
5.0
0%
Co
ve
ntr
y L
PU
45
7.1
4%
34
2.8
6%
70
.00
%
Du
dle
y L
PU
11
2.5
0%
67
5.0
0%
11
2.5
0%
80
.00
%
Sa
nd
we
ll L
PU
111
.11
%6
66
.67
%1
11
.11
%1
11
.11
%9
22
.22
%
So
lih
ull
LP
U2
28
.57
%2
28
.57
%1
14
.29
%2
28
.57
%7
42
.86
%
Wa
lsa
ll L
PU
22
2.2
2%
77
7.7
8%
90
.00
%
Wo
lve
rha
mp
ton
LP
U5
45
.45
%6
54
.55
%11
0.0
0%
As
so
cia
tio
ns
78
7.5
0%
11
2.5
0%
80
.00
%
Bir
min
gh
am
Pa
rtn
ers
hip
s1
10
0.0
0%
10
.00
%
Bu
sin
es
s T
ran
sfo
rma
tio
n2
14
1.1
8%
22
43
.14
%4
7.8
4%
35
.88
%1
1.9
6%
51
15
.69
%
Co
mm
an
d T
ea
m1
14
.29
%5
71
.43
%1
14
.29
%7
14
.29
%
Co
rpo
rate
As
se
t M
an
ag
em
en
t1
49
47
.76
%1
26
40
.38
%6
1.9
2%
18
5.7
7%
30
.96
%3
0.9
6%
10
.32
%1
0.3
2%
20
.64
%1
0.3
2%
10
.32
%1
0.3
2%
31
21
0.9
0%
Co
rpo
rate
Co
mm
un
ica
tio
ns
15
36
.59
%1
74
1.4
6%
12
.44
%3
7.3
2%
12
.44
%2
4.8
8%
12
.44
%1
2.4
4%
41
19
.51
%
Co
un
ter
Te
rro
ris
m U
nit
87
44
.62
%8
74
4.6
2%
31
.54
%11
5.6
4%
10
.51
%2
1.0
3%
10
.51
%1
0.5
1%
10
.51
%1
0.5
1%
19
59
.74
%
Cri
min
al
Ju
sti
ce
Se
rvic
es
12
23
0.1
2%
22
35
5.0
6%
13
3.2
1%
19
4.6
9%
51
.23
%1
53
.70
%2
0.4
9%
40
.99
%1
0.2
5%
10
.25
%4
05
14
.57
%
Fin
an
ce
an
d S
ha
red
Se
rvic
es
64
19
.34
%2
07
62
.54
%4
1.2
1%
35
10
.57
%1
0.3
0%
11
3.3
2%
51
.51
%1
0.3
0%
20
.60
%1
0.3
0%
33
11
7.2
2%
Fo
rce
CID
33
32
.35
%6
05
8.8
2%
10
.98
%4
3.9
2%
10
.98
%1
0.9
8%
10
.98
%1
0.9
8%
10
27
.84
%
Fo
rce
Co
nta
ct
19
72
6.5
5%
46
26
2.2
6%
16
2.1
6%
34
4.5
8%
30
.40
%1
52
.02
%2
0.2
7%
10
1.3
5%
10
.13
%1
0.1
3%
10
.13
%7
42
11
.19
%
Fo
rce
In
ve
sti
ga
tio
n R
ev
iew
15
0.0
0%
15
0.0
0%
20
.00
%
Fo
ren
sic
Se
rvic
es
76
43
.68
%8
34
7.7
0%
74
.02
%4
2.3
0%
21
.15
%1
0.5
7%
10
.57
%1
74
8.6
2%
Hu
ma
n R
es
ou
rce
s1
01
4.7
1%
50
73
.53
%1
1.4
7%
45
.88
%1
1.4
7%
11
.47
%1
1.4
7%
68
10
.29
%
Info
rma
tio
n M
an
ag
em
en
t4
63
0.6
7%
81
54
.00
%2
1.3
3%
96
.00
%2
1.3
3%
32
.00
%5
3.3
3%
10
.67
%1
0.6
7%
15
01
4.6
7%
Inte
llig
en
ce
60
32
.43
%1
01
54
.59
%7
3.7
8%
12
6.4
9%
10
.54
%3
1.6
2%
10
.54
%1
85
12
.97
%
IT a
nd
DIG
ITA
L5
55
6.1
2%
19
19
.39
%1
01
0.2
0%
33
.06
%1
1.0
2%
77
.14
%1
1.0
2%
22
.04
%9
82
4.4
9%
Le
arn
ing
an
d D
ev
elo
pm
en
t2
34
4.2
3%
23
44
.23
%2
3.8
5%
23
.85
%1
1.9
2%
11
.92
%5
211
.54
%
Le
ga
l S
erv
ice
s2
11
.11
%1
05
5.5
6%
52
7.7
8%
15
.56
%1
83
3.3
3%
Mo
torw
ay
Po
lic
ing
83
0.7
7%
16
61
.54
%1
3.8
5%
13
.85
%2
67
.69
%
Op
era
tio
ns
19
44
.19
%2
45
5.8
1%
43
0.0
0%
Pro
fes
sio
na
l S
tan
da
rds
11
42
.31
%1
45
3.8
5%
13
.85
%2
63
.85
%
Pu
bli
c P
rote
cti
on
11
.75
%4
27
3.6
8%
11
.75
%8
14
.04
%3
5.2
6%
11
.75
%1
1.7
5%
57
22
.81
%
Re
gio
na
l O
rga
nis
ed
Cri
me
Un
it8
44
.44
%9
50
.00
%1
5.5
6%
18
5.5
6%
We
st
Mid
lan
ds
Off
ice
fo
r P
oli
cin
g a
nd
Cri
me
93
4.6
2%
83
0.7
7%
13
.85
%2
7.6
9%
13
.85
%4
15
.38
%1
3.8
5%
26
34
.62
%
Gra
nd
To
tal
10
52
32
.63
%1
73
95
3.9
4%
80
2.4
8%
18
55
.74
%2
40
.74
%6
92
.14
%11
0.3
4%
37
1.1
5%
60
.19
%9
0.2
8%
20
.06
%6
0.1
9%
20
.06
%2
0.0
6%
32
24
12
.97
%
De
c-1
41
03
93
0.6
0%
17
52
51
.61
%6
41
.89
%1
66
4.8
9%
21
0.6
2%
63
1.8
6%
80
.24
%3
00
.88
%1
03
3.0
3%
13
84
.06
%1
0.0
3%
60
.18
%2
0.0
6%
20
.06
%3
39
51
0.6
9%
De
c-1
31
06
43
2.0
6%
17
78
53
.57
%6
82
.05
%1
63
4.9
1%
23
0.6
9%
69
2.0
8%
80
.24
%2
70
.81
%4
71
.42
%6
31
.90
%1
0.0
3%
30
.09
%2
0.0
6%
30
.09
%3
31
911
.06
%
De
c-1
2111
53
2.8
7%
18
65
54
.98
%7
62
.24
%1
68
4.9
5%
22
0.6
5%
69
2.0
3%
80
.24
%2
90
.85
%1
20
.35
%1
80
.53
%2
0.0
6%
30
.09
%2
0.0
6%
30
.09
%3
39
211
.26
%
De
c-1
111
89
33
.62
%1
93
45
4.6
8%
75
2.1
2%
17
24
.86
%2
20
.62
%7
52
.12
%9
0.2
5%
30
0.8
5%
70
.20
%1
50
.42
%2
0.0
6%
30
.08
%2
0.0
6%
20
.06
%3
53
711
.08
%
Se
p-1
111
92
33
.50
%1
94
65
4.6
9%
77
2.1
6%
17
44
.89
%2
20
.62
%7
62
.14
%9
0.2
5%
30
0.8
4%
70
.20
%1
60
.45
%2
0.0
6%
30
.08
%2
0.0
6%
20
.06
%3
55
811
.16
%
Ap
r-11
12
83
33
.67
%2
09
25
4.8
9%
82
2.1
5%
17
84
.67
%2
30
.60
%8
02
.10
%8
0.2
1%
32
0.8
4%
70
.18
%1
70
.45
%2
0.0
5%
30
.08
%2
0.0
5%
20
.05
%3
811
10
.81
%
Se
p-1
01
45
83
4.1
4%
23
54
55
.12
%8
41
.97
%1
87
4.3
8%
24
0.5
6%
83
1.9
4%
80
.19
%3
30
.77
%1
00
.23
%1
90
.44
%2
0.0
5%
30
.07
%3
0.0
7%
30
.07
%4
27
11
0.0
7%
Ap
r-1
01
49
53
4.1
0%
24
19
55
.18
%8
51
.94
%1
90
4.3
3%
25
0.5
7%
84
1.9
2%
90
.21
%3
20
.73
%1
20
.27
%2
10
.48
%2
0.0
5%
30
.07
%3
0.0
7%
40
.09
%4
38
49
.97
%
Se
p-0
91
51
43
3.8
2%
24
86
55
.54
%8
81
.97
%1
95
4.3
6%
25
0.5
6%
85
1.9
0%
90
.20
%3
40
.76
%9
0.2
0%
20
0.4
5%
20
.04
%3
0.0
7%
20
.04
%4
0.0
9%
44
76
9.9
9%
Ap
r-0
91
45
43
3.4
2%
24
34
55
.94
%8
61
.98
%1
82
4.1
8%
26
0.6
0%
84
1.9
3%
90
.21
%3
50
.80
%1
00
.23
%1
90
.44
%2
0.0
5%
30
.07
%3
0.0
7%
40
.09
%4
35
19
.98
%
Ch
ine
se
Ma
leF
em
ale
Gra
nd
To
tal
Fe
ma
leM
ale
Fe
ma
leT
OTA
L
BM
E
Wh
ite
or
Wh
ite
Bri
tis
h
Fe
ma
le
Mix
ed
Ma
leM
ale
No
t S
tate
dA
ny
Oth
er
Fe
ma
le
LP
U/D
ep
t
Fe
ma
le
Bla
ck
or
Bla
ck
Bri
tis
h
Ma
leM
ale
Fe
ma
leM
ale
As
ian
or
As
ian
Bri
tis
h
West Midlands PoliceDiversity Analysis
58
Div
ers
ity
De
tail
s
Eth
nic
ity
& G
en
de
r b
y L
PU
De
pt
Po
lice C
om
mu
nit
y S
up
po
rt O
ffic
ers
No
%N
o%
No
%N
o%
No
%N
o%
No
%N
o%
No
%N
o%
No
%N
o%
Bir
min
gh
am
East
LP
U14
31.1
1%
21
46.6
7%
36.6
7%
36.6
7%
12.2
2%
12.2
2%
12.2
2%
12.2
2%
45
22.2
2%
Bir
min
gh
am
No
rth
LP
U20
51.2
8%
14
35.9
0%
410.2
6%
12.5
6%
39
10.2
6%
Bir
min
gh
am
So
uth
LP
U19
40.4
3%
20
42.5
5%
24.2
6%
12.1
3%
12.1
3%
36.3
8%
12.1
3%
47
14.8
9%
Bir
min
gh
am
West
an
d C
en
tral L
PU
34
46.5
8%
21
28.7
7%
79.5
9%
45.4
8%
22.7
4%
11.3
7%
45.4
8%
73
24.6
6%
Co
ven
try L
PU
28
37.8
4%
41
55.4
1%
22.7
0%
11.3
5%
22.7
0%
74
6.7
6%
Du
dle
y L
PU
23
46.0
0%
24
48.0
0%
24.0
0%
12.0
0%
50
6.0
0%
San
dw
ell L
PU
20
37.0
4%
26
48.1
5%
59.2
6%
23.7
0%
11.8
5%
54
14.8
1%
So
lih
ull L
PU
14
48.2
8%
15
51.7
2%
29
0.0
0%
Wals
all L
PU
21
46.6
7%
16
35.5
6%
12.2
2%
511
.11
%1
2.2
2%
12.2
2%
45
15.5
6%
Wo
lverh
am
pto
n L
PU
40
51.9
5%
33
42.8
6%
11.3
0%
22.6
0%
11.3
0%
77
5.1
9%
Op
era
tio
ns
642.8
6%
750.0
0%
17.1
4%
14
7.1
4%
Gra
nd
To
tal
239
43.6
9%
238
43.5
1%
24
4.3
9%
18
3.2
9%
81.4
6%
10.1
8%
40.7
3%
11
2.0
1%
30.5
5%
00.0
0%
00.0
0%
10.1
8%
547
12.2
5%
Dec-1
4280
42.6
8%
278
42.3
8%
27
4.1
2%
19
2.9
0%
91.3
7%
10.1
5%
40.6
1%
13
1.9
8%
16
2.4
4%
81.2
2%
10.1
5%
656
11.2
8%
Dec-1
3287
43.6
8%
289
43.9
9%
28
4.2
6%
21
3.2
0%
91.3
7%
20.3
0%
40.6
1%
12
1.8
3%
30.4
6%
10.1
5%
10.1
5%
657
11.7
2%
Dec-1
2307
43.7
9%
306
43.6
5%
29
4.1
4%
24
3.4
2%
91.2
8%
30.4
3%
50.7
1%
13
1.8
5%
30.4
3%
10.1
3%
10.1
4%
701
11.9
8%
Dec-1
1319
43.6
4%
319
43.6
4%
31
4.2
4%
25
3.4
2%
91.2
3%
40.5
5%
60.8
2%
13
1.7
8%
30.4
1%
10.1
3%
10.1
4%
731
12.1
8%
Sep
-11
324
43.6
1%
325
43.7
4%
32
4.3
1%
25
3.3
6%
91.2
1%
40.5
4%
60.8
1%
13
1.7
5%
30.4
0%
10.1
3%
10.1
3%
743
12.1
1%
Ap
r-11
332
43.4
0%
335
43.7
9%
33
4.3
1%
26
3.4
0%
91.1
8%
40.5
2%
70.9
2%
14
1.8
3%
30.3
9%
10.1
3%
10.1
3%
765
12.2
9%
Sep
-10
343
43.3
1%
350
44.1
9%
33
4.1
7%
27
3.4
1%
91.1
4%
50.6
3%
70.8
8%
14
1.7
7%
30.3
8%
10.1
3%
792
12.1
1%
Ap
r-10
346
43.0
9%
355
44.2
1%
33
4.1
1%
28
3.4
9%
91.1
2%
50.6
2%
81.0
0%
14
1.7
4%
30.3
7%
10.1
2%
10.1
2%
803
12.2
0%
Sep
-09
353
43.3
7%
354
43.4
9%
39
4.7
9%
27
3.3
2%
91.1
1%
50.6
1%
91.1
1%
13
1.6
0%
30.3
7%
10.1
2%
10.1
2%
814
12.6
5%
Ap
r-09
351
42.8
0%
356
43.4
1%
38
4.6
3%
30
3.6
6%
10
1.2
2%
40.4
9%
11
1.3
4%
14
1.7
1%
30.3
7%
20.2
4%
10.1
2%
820
13.1
8%
Sp
ecia
l C
on
sta
ble
s
No
%N
o%
No
%N
o%
No
%N
o%
No
%N
o%
No
%N
o%
No
%N
o%
Bir
min
gh
am
East
LP
U11
44.0
0%
312.0
0%
832.0
0%
14.0
0%
14.0
0%
14.0
0%
25
40.0
0%
Bir
min
gh
am
No
rth
LP
U8
88.8
9%
111
.11
%9
0.0
0%
Bir
min
gh
am
So
uth
LP
U9
52.9
4%
529.4
1%
15.8
8%
15.8
8%
15.8
8%
17
17.6
5%
Bir
min
gh
am
West
an
d C
en
tral L
PU
20
51.2
8%
25.1
3%
11
28.2
1%
25.1
3%
12.5
6%
12.5
6%
12.5
6%
12.5
6%
39
43.5
9%
Co
ven
try L
PU
20
51.2
8%
13
33.3
3%
37.6
9%
25.1
3%
12.5
6%
39
15.3
8%
Du
dle
y L
PU
16
88.8
9%
211
.11
%18
0.0
0%
San
dw
ell L
PU
18
60.0
0%
516.6
7%
620.0
0%
13.3
3%
30
23.3
3%
So
lih
ull L
PU
18
69.2
3%
415.3
8%
415.3
8%
26
15.3
8%
Wals
all L
PU
19
65.5
2%
620.6
9%
26.9
0%
13.4
5%
13.4
5%
29
13.7
9%
Wo
lverh
am
pto
n L
PU
14
58.3
3%
416.6
7%
312.5
0%
14.1
7%
14.1
7%
14.1
7%
24
25.0
0%
Fo
rce C
ID1
100.0
0%
10.0
0%
Mo
torw
ay P
olicin
g23
88.4
6%
13.8
5%
27.6
9%
26
7.6
9%
Op
era
tio
ns
956.2
5%
16.2
5%
425.0
0%
16.2
5%
16.2
5%
16
37.5
0%
Gra
nd
To
tal
186
62.2
1%
47
15.7
2%
44
14.7
2%
93.0
1%
20.6
7%
20.6
7%
41.3
4%
10.3
3%
10.3
3%
00.0
0%
31.0
0%
00.0
0%
299
21.7
4%
Dec-1
4232
59.4
9%
70
17.9
5%
50
12.8
2%
14
3.5
9%
20.5
1%
20.5
1%
61.5
4%
10.2
6%
61.5
4%
41.0
3%
30.7
7%
00.0
0%
390
20.0
0%
Dec-1
3252
57.1
4%
93
21.0
9%
55
12.4
7%
17
3.8
5%
30.6
8%
30.6
8%
61.3
6%
10.2
3%
40.9
1%
30.6
8%
30.6
8%
10.2
3%
441
20.1
8%
Dec-1
2300
58.0
3%
11
221.6
6%
63
12.1
9%
22
4.2
6%
30.5
8%
30.5
8%
81.5
5%
10.1
9%
10.1
9%
30.5
8%
10.1
9%
517
20.1
2%
Dec-1
1338
55.9
6%
144
23.8
4%
71
11.7
5%
24
3.9
7%
40.6
6%
30.5
0%
81.3
2%
10.1
7%
60.9
9%
30.5
0%
20.3
3%
604
19.2
1%
Sep
-11
336
55.8
1%
144
23.9
2%
72
11.9
6%
24
3.9
9%
40.6
6%
30.5
0%
81.3
3%
10.1
7%
50.8
3%
30.5
0%
20.3
3%
602
17.9
4%
Ap
r-11
355
54.8
7%
152
23.4
9%
80
12.3
6%
27
4.1
7%
60.9
3%
30.4
6%
81.2
4%
10.1
5%
81.2
4%
10.1
5%
40.6
2%
20.3
1%
647
18.8
6%
Sep
-10
344
56.2
1%
147
24.0
2%
71
11.6
0%
27
4.4
1%
60.9
8%
20.3
3%
60.9
8%
10.1
6%
20.3
3%
10.1
6%
30.4
9%
20.3
3%
612
18.1
4%
Ap
r-10
342
57.0
0%
141
23.5
0%
71
11.8
3%
26
4.3
3%
50.8
3%
20.3
3%
50.8
3%
20.3
3%
20.3
3%
30.5
0%
10.1
7%
600
18.0
0%
Sep
-09
338
56.9
0%
136
22.9
0%
73
12.2
9%
29
4.8
8%
40.6
7%
10.1
7%
40.6
7%
10.1
7%
10.1
7%
30.5
1%
30.5
1%
10.1
7%
594
18.6
9%
Ap
r-09
336
54.9
9%
140
22.9
1%
79
12.9
3%
29
4.7
5%
50.8
2%
20.3
3%
60.9
8%
10.1
6%
20.3
3%
71.1
5%
30.4
9%
10.1
6%
611
20.6
6%
TO
TA
L
BM
EM
ale
Male
Fem
ale
Male
Fem
ale
Fem
ale
No
t S
tate
d
Male
Fem
ale
Bla
ck o
r B
lack B
riti
sh
Mix
ed
Male
Wh
ite o
r W
hit
e B
riti
sh
Male
Fem
ale
Male
Fem
ale
Male
Wh
ite o
r W
hit
e B
riti
sh
Gra
nd
To
tal
LP
U/D
ep
t
Asia
n o
r A
sia
n B
riti
sh
Male
An
y O
ther
Ch
inese
LP
U/D
ep
t
Asia
n o
r A
sia
n B
riti
sh
Fem
ale
Male
Fem
ale
Male
TO
TA
L
BM
E
Gra
nd
To
tal
Male
Fem
ale
An
y O
ther
No
t S
tate
dB
lack o
r B
lack B
riti
sh
Mix
ed
Male
Fem
ale
Fem
ale
West Midlands PoliceDiversity Analysis
59
New Police Officers by Gender and Ethnicity
0
20
40
60
80
100
120
140
160
180
White or
White
British
Asian or
Asian
British
Black or
Black
British
Mixed Not
Stated
Any Other Chinese
Female
Male
% of Police Officers aged 30 & over in Federated Ranks
60.00%
65.00%
70.00%
75.00%
80.00%
85.00%
90.00%
95.00%
100.00%
Dec-15 Dec-14 Dec-13 Dec-12 Dec-11 Sep-11 Apr-11 Sep-10 Apr-10 Sep-09
Ch
InspInsp
Sgt